Guide des meilleures pratiques pour les C.A. concernant (1) les fusions et acquisitions, (2) les crises d’entreprise et (3) les difficultés financières


Voici un excellent guide, produit par Deloitte, qui porte sur les bons gestes à poser par les conseils d’administration lorsqu’ils sont aux prises avec les problématiques liées aux fusions et acquisitions, aux crises à gérer et aux problèmes financiers.

Afin de vous donner une idée du contenu du document, voici un aperçu des thèmes abordés.

  1. Les paramètres de la gouvernance évoluent
  2. Fusions et acquisitions : une bonne gouvernance à toutes les étapes du processus
  3. Gestion de crise : le manque de préparation représente clairement un risque
  4. Difficultés financières : priorité aux risques
  5. Le conseil d’administration peut relever le défi
  6. Personnes-ressources

Bonne lecture !

Un guide des meilleures pratiques pour les conseils d’administration qui porte sur les fusions et acquisitions, les crises d’entreprise et les difficultés financières

Le conseil d’administration vient d’apprendre que l’entreprise pourrait être à court de liquidités d’ici un an. Que devez-vous faire? Après une acquisition d’entreprise, le conseil d’administration est poursuivi par les actionnaires, qui l’accusent de ne pas avoir supervisé adéquatement la décision concernant le prix d’achat. Comment prévenir une telle situation? Votre entreprise traverse une crise depuis que la direction a été accusée d’avoir fourni de faux renseignements à des auditeurs externes. Quand faut-il demander conseil à des experts indépendants?

On a fait grand cas des pressions subies par les conseils d’administration dans les mois éprouvants qui ont suivi la crise financière mondiale. De nombreux facteurs ont été mis en cause, notamment la déréglementation du secteur financier, les procédures d’audit inadéquates, la confiance excessive des investisseurs, les pratiques de prêt viciées et la cupidité des entreprises. Les conseils d’administration n’ont pas échappé à cet examen, et les observateurs se demandent si une surveillance plus efficace de la part des conseils d’administration des institutions financières n’aurait pas permis de repérer et de résoudre certains des problèmes qui ont presque anéanti l’économie mondiale. Les conseils d’administration comprenaient-ils assez de membres possédant des connaissances suffisantes et appropriées? Les administrateurs ont-ils posé les bonnes questions? Ont-ils pris les bonnes mesures? Avaient-ils l’information la plus récente sur les nouveaux enjeux? Étaient-ils prêts à contester la direction? Naturellement, avec le recul, la crise financière est maintenant vue comme une tempête causée par une multitude de facteurs dont aucun n’est entièrement à blâmer, et les instances de réglementation et les entreprises appliquent encore les mesures correctives qui s’imposent. Les questions que cette crise a soulevées continuent cependant de préoccuper les conseils d’administration en général. En effet, à mesure que la crise financière devient chose du passé, les conseils d’administration s’interrogent sur d’autres questions et sur un éventail de risques et de responsabilités possibles.

Les cinq dernières années ont été le théâtre de grands bouleversements dans l’arène mondiale de la réglementation. Dans bien des secteurs, la quantité et la complexité des règles ont augmenté, de même que la rigueur avec laquelle elles sont appliquées; les entreprises ont du mal à suivre la cadence, car elles composent encore avec les effets de l’après-crise et cherchent le plus possible à limiter les risques. De leur côté, les conseils d’administration tentent également de s’adapter, malgré la transformation des attentes des parties prenantes, des organismes de réglementation et du public.

Quelles ont été les conséquences de ces événements pour l’administrateur moyen? Des pressions venant de tous les fronts. Par exemple, le rôle de l’administrateur, surtout de celui qui cumule plusieurs postes, peut être si astreignant qu’il devient ingérable et présente de plus en plus de risques du point de vue de la responsabilité. La quantité de connaissances réglementaires et spécialisées nécessaires pour siéger efficacement à un conseil d’administration va en augmentant, et les administrateurs sont souvent dépassés par l’étendue croissante de leurs tâches.

Les conseils d’administration se trouvent donc actuellement dans une position très difficile. Étant donné leur vaste mandat, ils doivent se tenir à l’affût d’une variété de plus en plus importante de renseignements, adopter de nouvelles stratégies de réponse en vertu de leur mandat et déterminer dans quelles circonstances ils doivent consulter des experts indépendants.

Le présent document est conçu pour leur venir en aide. Il examine trois questions cruciales auxquelles les conseils d’administration accordent rarement leur attention, c’est-à-dire les fusions et acquisitions, la gestion de crise et les difficultés financières. Il présente les principaux risques que les conseils d’administration devraient prendre en considération dans chaque domaine, suggère des mesures d’atténuation de ces risques et décrit les avantages d’une meilleure surveillance de leur part ainsi que les dangers d’un laxisme prolongé.

 

Nouvelles capsules vidéos en gouvernance – La diversité et la gestion des risques


Le Collège des administrateurs de sociétés est heureux de vous dévoiler sa 3e série de capsules d’experts, formée de huit entrevues vidéo.

Pendant 3 minutes, un expert du Collège partage une réflexion et se prononce sur un sujet d’actualité lié à la gouvernance. Une capsule est dévoilée chaque semaine.

Aujourd’hui, je vous propose le visionnement des deux plus récentes capsules d’experts qui sont maintenant en ligne. Elles ont pour thèmes « La diversité » par Mme Nicolle Forget, administratrice de sociétés, et « La gestion des risques » par M. Martin Leblanc, CA, CMC, Associé, Services-conseils – Management et Gestion des risques, KPMG.

Visionnez ces deux capsules d’experts :

La diversité, par Nicolle Forget [+]

 

________________________________________________

Comment les principaux intéressés peuvent-ils évaluer la qualité d’un conseil d’administration ?


Que peut faire un actionnaire ou un investisseur pour évaluer la compétence d’un conseil d’administration et se former une opinion sur l’efficacité de son rôle de fiduciaire ?

Voici un article, publié par la rédaction d’Investopedia, qui présente un checklist en cinq points, simple mais fort utile, pour mieux savoir quoi regarder dans la documentation publique.

Bien sûr, votre évaluation ne sera pas nécessairement concluante mais je suis assuré que si vous portez une attention spéciale aux 5 éléments présentés ci-dessous, vous aurez une bien meilleure appréciation des qualités du conseil et de ses administrateurs.

Quels autres facteurs considérez-vous dans l’évaluation des compétences d’un Board ? Bonne lecture !

Evaluating The Board Of Directors

You can learn a lot from looking at the disclosures made about a company’s board of directors in its annual report, but it takes time and knowledge to pick up clues on the level of quality of a company’s governance as reflected in its board’s composition and responsibilities. (For related reading, see An Investor’s Checklist To Financial Footnotes and Footnotes: Early Warning Signs For Investors.)

Tulips

In theory, the board is responsible to the shareholders and is supposed to govern a company’s management. But in many instances, the board has become a servant of the chief executive officer (CEO), who is typically also the chairman of the board. The role of the board of directors has increasingly come under scrutiny in light of corporate scandals such as those at Enron, WorldCom and HealthSouth, in which the board of directors failed to act in investors’ best interests. Although the Sarbanes-Oxley Act of 2002 made corporations more accountable, investors should still pay attention to what a corporation’s board of directors is up to. Here we’ll show you what the board of directors can tell you about how a company is being run.

The Checklist
According to an October 27, 2003, Wall Street Journal article, a checklist was developed by the Corporate Library to help investors evaluate the objectivity and effectiveness of a board. According to this checklist, investors should examine:

1. Size of the Board
There is no universal agreement on the optimum size of a board of directors. A large number of members represents a challenge in terms of using them effectively and/or having any kind of meaningful individual participation. According to the Corporate Library’s study, the average board size is 9.2 members, and most boards range from 3 to 31 members. Some analysts think the ideal size is seven.

In addition, there are two critical board committees that must be made up of independent members:

  1. The compensation committee
  2. The audit committee

The minimum number for each committee is three. This means that a minimum of six board members is needed so that no one is on more than one committee. Having members doing double duty may compromise the important wall between audit and compensation, which helps avoid any conflicts of interest. Members serving on a number of other boards may not devote adequate time to their responsibilities.

The seventh member is the chairperson of the board. It’s the responsibility of the chairperson to make sure the board is functioning properly and the CEO is fulfilling his or her duty and following the directives of the board. A conflict of interest is created if the CEO is also the chairperson of the board.

To staff any additional committees, such as nominating or governance, additional people may be necessary. However, having more than nine members may make the board too big to function effectively. (For background reading, see The Basics Of Corporate Structure.)

2. The Degree of Independence: Insiders and Outsiders
A key attribute of an effective board is that it is comprised of a majority of independent outsiders. While not necessarily true, a board with a majority of insiders is often viewed as being stacked with sycophants, especially in cases where the CEO is also the chairman of the board.

An outsider is someone who has never worked at the company, is not related to any of the key employees and has never worked for a major supplier, customer or service provider, such as lawyers, accountants, consultants, investment bankers, etc. While this definition of independent outsiders is clear, you’d be surprised at the number of times it is misapplied. Too often, the « outsider » label is given to the retired CEO or a relative when that person is actually an insider with conflicts of interest.The Wall Street Journal article found that independent outsiders made up 66% of all boards and 72% of Standard & Poor’s (S&P) boards. The larger the number of outside board members the better. This makes the board more independent and allows it to provide a higher level of corporate governance to shareholders, particularly if the position of chairman of the board is separated from the CEO and is held by an outsider.

3. Committees
There are four important board committees: executive, audit, compensation and nominating. There may be more committees depending on corporate philosophy, which is determined by an ethics committee and special circumstances relating to a particular company’s line of business. Let’s take a closer look at the four main committees:

  1. The Executive Committee
    The executive committee, is made up of a small number of board members that are readily accessible and easily convened, to decide on matters subject to board consideration but must be decided on expeditiously, such as a quarterly meeting. Executive committee proceedings are always reported to and reviewed by the full board. Just as with the full board, investors should prefer that independent directors make up the majority of an executive committee.
  2. The Audit Committee
    The audit committee works with the auditors to make sure that the books are correct and that there are no conflicts of interest between the auditors and the other consulting firms employed by the company. Ideally, the chair of the audit committee is a Certified Public Accountant (CPA). Often, a CPA is not on the audit committee, let alone on the board. The New York Stock Exchange (NYSE) requires that the audit committee include a financial expert, but this qualification is typically met by a retired banker, even though that person’s ability to catch fraud may be questionable. The audit committee should meet at least four times a year in order to review the most recent audit. An additional meeting should be held if there are other issues that need to be addressed
  3. The Compensation Committee.
    The compensation committee is responsible for setting the pay of top executives. It seems obvious that the CEO or other people with conflicts of interest should not be on this committee, but you’d be surprised at the number of companies that allow just that. It is important to check if the members of the compensation board are also on the compensation committees of other firms because of the potential conflict of interest. The compensation committee should meet at least twice a year. Having only one meeting may be a sign that the committee meets just to approve a pay package that was created by the CEO or a consultant without much debate. (To learn more, read Evaluating Executive Compensation.)
  4. The Nominating Committee
    This committee is responsible for nominating people to the board. The nomination process should aim to bring on people with independence and a skill set currently lacking on the board.M

4. Other Commitments and Time Constraints
The number of boards and committees a board member is on is a key consideration when judging the effectiveness of a member.

The following chart from the survey shows the time commitments of board members of the 1,700 largest U.S. public companies according the the study’s 2003 data. This indicates that the majority of board members sit on no more than three boards. What this data does not specify is the number of committees to which these people belong.

You’ll often find that independent board members serve on both the audit and compensation committees and are also on three or more other boards. You have to wonder how much time a board member can devote to a company’s business if the person is on multiple boards. This situation also raises questions about the supply of independent outside directors. Are these people pulling double duty because there’s a lack of qualified outsiders?

5. Related Transactions
Companies must disclose any transactions with executives and directors in a financial note entitled « Related Transactions. » This discloses actions or relationships that cause conflicts of interest, such as doing business with a director’s company or having relatives of the CEO receiving professional fees from the company.

The Bottom Line
The composition and performance of a board of directors says a lot about its responsibilities to a company’s shareholders. A board loses credibility if its objectivity and independence are compromised by material shortcomings in this checklist. Investors are poorly served by substandard governance practices.

Clarifications au sujet des deux principaux systèmes de gouvernance | One Tier vs Two Tier


Ici, en Amérique du Nord, on entend quelquefois parler des distinctions entre le modèle de gouvernance européen et le modèle de gouvernance à l’américaine. Vous trouverez, ci-dessous, une brève synthèse des particularités des modèles de gouvernance européens eu égard à la distinction one tier/two tier systèmes de gouvernance.

Cette conclusions est basée sur une recherche de type « Benchmarking » conduite par ecoDa* (The European Confederation of Directors Associations) auprès de ses membres des Instituts de gouvernance européens ainsi qu’auprès d’autres membres non-européens, tel que le Collège des administrateurs de sociétés (CAS).

À la suite de l’extrait présentant les grandes lignes de ces modèles de gouvernance, vous trouverez un portrait plus précis des principales différences entre les deux systèmes, dont les deux plus représentatifs (UK, One Tier; Allemagne, Two Tier).

Bonne lecture !

 

Although the European Union tries to undermine the differences, the corporate law and corporate governance is highly diversified throughout Europe, embedded in a long history of specific societal and economic approaches towards the organisation of the business world, aligning governance with these quite different societal priorities.IMG_20140520_212116

In the two tier system, supervisory board members control the strategy but don’t define it. In the two tier system, there is also a clear cut between management and control responsibilities. In the one tier system, the board governs the company e. g. controls the direction, defines the strategic options and can address any issues related to the performance of the company.

People advocating for the two tier model always point out that having distance between management and oversight creates independence that makes sense. People defending the one-tier system consider that having executives and non-executives on the same board provides a better flow of information and helps to overcome problems that boards can face in understanding what is going on in the company. The one-tier system would also enable the non-executive to see how executive operate together as a team. The non-executive would be more involved in forward-looking of the strategy. As a downside effect of the one tier system, it is difficult for non-executives to draw distinction between monitoring and oversight.

The one tier system is often seen as an English model while the two-tier system is more of a German style. But the reality is more complex than that over the different countries in the European Union. The Nordic Corporate Governance (CG) model is quite unique with a strictly hierarchical governance structure and a direct chain of command among the general meeting, the board and the CEO. The Italian CG model is also special with the distinction between the managing body (sole administrator or, in the collective form of a board of directors) and the controlling organ (so called “board of statutory auditors”)

 

One-tier board system Two-tier board system 
Organisation
A single board. A supervisory body and a management body.
Composition
Mixed, executive and non-executive directors may serve on the board. Separate, executive and non-executive directors serve on separate boards (i.e., a supervisory board composed exclusively of non-executive directors and a management board composed exclusively of executive directors).
Organisation
Unitary Binary
Committees
Mandatory or recommended Supervisory and advisory committees(Mandatory) oversight and advisory committees such as the audit committee, the remuneration committee and the nomination (appointments) committee, composed of a majority of non-executive directors, one or more of whom must be independent.Supervisory committee

Optional committee entrusted with supervising the company, composed of both executive and non-executive directors.

Usually differs slightly from a true supervisory board (as found in the two-tier system) in terms of powers, composition and role.

 

Mostly found in countries which present characteristics of a one-tier system while incorporating certain features of a two-tier system.

 

OptionalHistorically not required but oversight and advisory committees are increasingly important in the two-tier system as well.
Roles
Board of directors Managerial roleDirection and executive actsDecision-taking, management and oversightPerformance enhancement

Supervisory role

Accountability

Strategic and financial oversight

 

Management board Managerial roleDirection and executive actsDecision-taking and managementPerformance enhancement

Service and strategic role

 

Supervisory board

 

Supervisory role

Accountability

Decision-taking and oversight

Monitoring role

Strategic and financial oversight

 

 

CEO duality
Allowed.The same person can serve as both CEO and chair of the board of directors (although this is generally not recommended by corporate governance practices). 

 

Restricted.No CEO duality (although the CEO can sometimes be a member or attend meetings of the supervisory board.)
Executive directors
Appointed by the general meeting of shareholders, based on a proposal by the board or appointments committee (if any).A director may be appointed by the board of directors when the term of office of another director comes to an end, in order to prevent the board from being paralyzed, for example if the board no longer has a sufficient number of members as required by law or the articles (co-optation procedure).The appointment of a co-opted director must be confirmed at the first general meeting of shareholders following his or her appointment.  Appointed by the supervisory board or the general meeting of shareholders, based on a proposal by the board or the appointments committee (if there is one).
Non-Executive (supervisory directors)
Idem. Appointed by the general meeting of shareholders or, based on a proposal by the supervisory board or the appointments committee (if there is one).
Conflicts perspective
Negatively associated with the separation of decision-management and decision-oversight roles due to its composition (a majority of executive directors) and unitary structure.Diffusion of tasks and responsibilities weakens the non-executive directors’ ability to oversee the implementation of decisions, especially where executive and non-executive directors face the same potential legal liability.Higher risk of conflicts of interest between management and shareholders. 

To avoid conflicts of interest, it is often recommended that the one-tier board be composed of a majority of non-executive directors, due to   (i)

their experience and knowledge, (ii) their contacts, which may enhance management’s ability to secure external resources, and (iii) their independence from the CEO.

 

In companies which have achieved a certain level of development, risks of conflicts of interest are often reduced through the creation of committees allowing these functions to be segregated. In addition, legal provisions aimed at preventing and resolving conflict of interest exist in most jurisdictions.

  • Positively associated with the separation of decision-management and decision-oversight roles, due to the composition of the supervisory board (independent directors) which ensures independence and its binary structure.No diffusion of tasks and responsibilities. 

    Lower risk of conflicts of interest between management and shareholders.

     

     

     

     

     

     

     

     

     

     

     

     

    (Dis)advantages
    AdvantagesSpirit of partnership and mutual respect between directors, which allows greater interaction amongst all board members.Non-executive directors have more contact with the company itself and are more involved in the decision-making process. Non-executive directors have direct access to information.

     

    Decision-making process is faster.

     

    A lighter administrative burden as only a single management body needs to hold meetings and only a single set of minutes need be drawn up.

     

    Board meetings take place more regularly.

     

    Disadvantages

    A single body is entrusted with both managing and supervising the company’s operations.

     

    More difficult to guarantee the independence of board members and there is a greater risk of non-executive directors aligning too much with executive directors.

     

    More liability for non-executive directors.

     

     

    Advantages Clear distinction between the supervisory and management functions within the company.Clear distinctions of liabilities between the members of the supervisory and management bodies.Supervisory board members are more independent.

     

    Clear separation of the roles of chairman and CEO.

     

     

     

     

     

     

     

    Disadvantages

    It is more difficult for directors to build relationships of trust, thereby potentially undermining communication between the two boards.

     

    Supervisory board members only receive limited information (from the management board) and at a later stage (decreased involvement). There is a heightened risk of the supervisory board not discovering shortcomings or discovering them too late.

     

    Decision-making process is delayed due to less frequent supervisory board meetings.

     

    Non-executive directors face several challenges which appear to be typical of the two-tier board model, such as difficulties (i) building relationships of trust, thereby potentially undermining communication and flows of information between the two boards, and (ii) fully understanding and ratifying strategic initiatives by the management board, thereby frustrating the decision-making processes.

     

    _______________________________________________

    ecoDa (The European Confederation of Directors Associations) is a not-for-profit association based in Brussels, which acts as the « European voice of directors » and represents around 60,000 board directors from across the European Union (EU) member states. The organisation acts as a forum for debate and public advocacy by influencing the public policy debate at EU level and by promoting appropriate director training, professional development and boardroom best practice.

    Le pouvoir démesuré des firmes de conseil en votation !


    Voici un article publié par Daniel M. Gallagher* sur le blogue de Harvard Law School on Corporate Governance. L’auteur met sérieusement en question le pouvoir et l’influence des conseillers en votation. 

    L’article examine les conséquences de la montée des firmes de conseillers en votation et leur influence sur les décisions des investisseurs.

    Je sais, c’est un article un peu long mais je crois qu’il vous donnera l’heure juste sur l’historique de l’évolution des « Proxy Advisers » et sur certaines actions qui pourraient être entreprises pour les contrôler !

    Bonne lecture ! Vos commentaires sont les bienvenus.

    In addition, as I have stated in the past, I believe that the Commission should fundamentally review the role and regulation of proxy advisory firms and explore possible reforms, including, but not limited to, requiring them to follow a universal code of conduct, ensuring that their recommendations are designed to increase shareholder value, increasing the transparency of their methods, ensuring that conflicts of interest are dealt with appropriately, and increasing their overall accountability. I do not believe that the Commission should be in the business of comprehensively regulating proxy advisory firms—as we’ve seen from the 2006 NRSRO rule, such regulation often is simply ineffective—but there may be additional steps that we can take to promote transparency and best practices.

    IMG00593-20100831-2244

     

    Outsized Power & Influence: The Role of Proxy Advisers

     

    Shareholder voting has undergone a remarkable transformation over the past few decades. Institutional ownership of shares was once negligible; now, it predominates. This is important because individual investors are generally rationally apathetic when it comes to shareholder voting: value potentially gained through voting is outweighed by the burden of determining how to vote and actually casting that vote. By contrast, institutional investors possess economies of scale, and so regularly vote billions of shares each year on thousands of ballot items for the thousands of companies in which they invest.img00570-20100828-2239.jpg

    For example, an investor purchasing a share of an S&P 500 index mutual fund would likely have no interest in how each proxy is voted for each of the securities in each of the companies held by that fund. Indeed, it would defeat the purpose of selecting such a low-maintenance, lost-cost investment alternative. And so it is left to the investment adviser to the index fund to vote on the investor’s behalf. This enhanced reliance on the investment adviser to act on behalf of investors inevitably results in a classic agency problem: how do we make sure that the investment adviser is voting those shares in the investor’s best interest, and not the adviser’s?

    The Rise of Proxy Advisory Firms

    The Commission took up this very issue in a rulemaking in 2003, putting in place disclosures to inform investors how their funds’ advisers are voting, as well as outlining clear steps that advisers must undertake to ensure that they vote shares in the best interest of their clients. But every regulatory intervention carries with it the risk of unintended consequences. And the 2003 release has since proved that to be true—to the point where the costs of the unintended consequences now arguably dwarf those benefits originally sought to be achieved. How exactly did this happen?

    Proxy Voting by Investment Advisers

    In the 2003 release, the SEC took on one specific manifestation of the general agency problem discussed above: that an adviser could have a conflict of interest when voting a client’s securities on matters that affect the adviser’s own interests (e.g., if the adviser is voting shares in a company whose pension the adviser also manages). To remedy this issue, the release stated that an investment adviser’s fiduciary duty to its clients requires the adviser to adopt policies and procedures reasonably designed to ensure that it votes its clients’ proxies in the best interest of those clients. Further, the Commission noted that “an adviser could demonstrate that the vote was not a product of a conflict of interest if it voted client securities, in accordance with a pre-determined policy, based upon the recommendations of an independent third party.” From these statements, two specific unintended consequences arose.

    First, some investment advisers interpreted this rule as requiring them to vote every share every time. This seemed, perhaps, to be the natural outgrowth of the Department of Labor’s 1988 “Avon Letter,” which stated that “the fiduciary act of managing plan assets which are shares of corporate stock would include the voting of proxies appurtenant to those shares of stock.” As a result, investment advisers with investment authority over ERISA plan assets—and thus regulated by the Department of Labor as well as the SEC—were already required to cast a vote on every matter. Reading the SEC’s 2003 rule, some advisers may have assumed that the Commission intended to codify that result for all investment advisers.

    A requirement to vote every share on every vote, however, gives rise to a significant economic burden for investment advisers who may own only relatively small holdings in a large number of companies. For example, one study found that “most institutional investor holdings are relatively small portions of each firm’s total securities. For example, in our sample … the mean (median) holding of an individual stock by institutional investors is 0.3% (0.03 %).” Given that institutional investors hold stock in hundreds or thousands of companies (for example, TIAA‐CREF holds stock in 7,000 companies), institutional investors—particularly the smaller ones—may not be able to invest in the costly research needed to ensure that they cast each vote in the best interest of their clients. The logical answer is to outsource the research function to a third party, who could do the needed research and sell voting recommendations back to investment advisers for a fee: a proxy advisory firm. While these firms already existed, the 2003 rule gave advisers new economic incentives to use them.

    Second, proxy advisory firms noticed the suggestion in the 2003 rule that soliciting the views of an independent third party could overcome an adviser’s conflict of interest. In 2004, a proxy advisory firm requested—and received—“no-action” relief from the SEC staff that significantly expanded investment advisers’ incentive to use these firms. Specifically, the staff advised Institutional Shareholder Services (“ISS”) that “[A]n investment adviser that votes client proxies in accordance with a pre-determined policy based on the recommendations of an independent third party will not necessarily breach its fiduciary duty of loyalty to its clients even though the recommendations may be consistent with the adviser’s own interests. In essence, the recommendations of a third party who is in fact independent of an investment adviser may cleanse the vote of the adviser’s conflict.” Thus, rotely relying on the advice from the proxy advisory firm became a cheap litigation insurance policy: for the price of purchasing the proxy advisory firm’s recommendations, an investment adviser could ward off potential litigation over its conflicts of interest.

    Finally, in a second 2004 no-action letter to Egan‐Jones, the staff affirmed that a key aspect of some proxy advisory firms’ business model—selling corporate governance consulting services to companies—“generally would not affect the firm’s independence from an investment adviser.” This determination is somewhat incredible, as it places the proxy advisory firm in the position of telling investment advisers how to vote proxies on corporate governance matters that had been the subject of the proxy advisory firm’s consulting services—a seemingly obvious, and insurmountable, conflict of interest.

    In sum, the 2003 release and the 2004 no-action letters set the stage for proxy advisory firms to wield the power of the proxy, through investment adviser firms that had economic, regulatory, and liability incentives to rotely rely on the proxy advisory firms’ recommendations and through the SEC staff’s assurances that this arrangement was just fine, despite the obvious conflicts of interest involved throughout. But it would take some additional developments for proxy advisory firms to attain the dominant voice in American corporate governance that they have today.

    Subsequent Developments

    Since 2003–2004, some features of the SEC regulatory regime have acted to deepen investment advisers’ reliance on proxy advisory firms. First, the quantity of company disclosures has increased significantly over the past few years. For example, the SEC in 2006 adopted revisions to the proxy and periodic reporting rules to require extensive new disclosures about “executive and director compensation, related person transactions, director independence and other corporate governance matters and security ownership of officers and directors.” The new rule generated reams of new disclosures that were long, complex, and focused on regulatory compliance rather than telling the company’s compensation story. The sheer volume of information that an investment adviser would have to review in order to make a fully-informed voting decision is difficult even to organize, much less to read and digest.

    Second, the average number of items on which investors are asked to vote has also been on the rise. This trend is attributable at least in part to the Dodd‐Frank twin advisory votes on executive compensation: a vote for how often to approve executive pay (“say-on-frequency”), and a vote to in fact approve (or disapprove) that pay (“say-on-pay”). We have also seen a continued increase in shareholder proposals that SEC rules generally compel companies to include in the proxy to be voted on, which in turn reflects increased activism around shareholder voting.

    As a result, the economic imperative to use proxy advisory firms that the vote-every-share-every-time interpretation of the 2003 rulemaking created has only deepened over time. At the same time, serious questions emerged, particularly in the corporate community, about the power being wielded by proxy advisory firms in making their recommendations. These recommendations are of course provided contractually to investment advisers; proxy advisory firms have no fiduciary duty to shareholders, nor do they have any interest or stake in the companies that are the subject of the recommendations.

    In particular, corporate observers raised two key questions about proxy advisory firms: are their recommendations infected by conflicts of interest, and even assuming they are not, do they have the capacity to produce accurate, transparent, and useful recommendations?

    With regard to the former question, as alluded to in the Egan-Jones no-action letter, proxy advisory firms may have other, complementary lines of business. For example, in addition to selling vote recommendations to institutional investors (along with voting platforms, data aggregation, and other auxiliary services), they may also sell consulting services to companies that want to ensure that they have structured their governance and other proxy votes so as to avoid “no” recommendations from the proxy advisory firms. The sale of voting recommendations to institutional investors creates a risk that proxy advisory firms, in formulating their core voting recommendations, will be influenced by some of their largest customers (e.g., union or municipal pension funds) to recommend a voting position that would benefit them. The sale of consulting services to companies creates a risk that proxy advisory firms would be lenient in formulating voting recommendations for companies that are their clients and harsh in crafting the recommendations for those companies that have refused to retain their services.

    With regard to the latter question, proxy advisory firms themselves face the same difficulties as institutional investors faced before they determined to outsource their voting: how does one formulate timely, high-quality recommendations for thousands of votes at thousands of companies based on millions of pages of data—all while competing on price with other firms? To put it charitably, they just do the best they can. But their best often is simply not good enough: proxy advisory firms publish some recommendations that are based on clear, material mistakes of fact. Moreover, they base some recommendations on a cookie-cutter approach to governance—i.e., in favor of all proposals of a certain type, like de-staggering boards or removing poison pills, even if there is a sound basis for challenging the assumption that an otherwise beneficial governance reform might not be appropriate for a given company. As one academic article has argued:

    [I]f the institutional investors are only using the proxy advisor voting recommendations to meet their compliance requirement to vote their shares, these investors will favor lower costs over robust research. This raises the question of whether these payments are sufficient to compensate proxy advisors for sophisticated analysis of firm-specific circumstances that is necessary to develop correct governance recommendations. If the price paid by institutional investors is low, this will motivate proxy advisory firms to base their voting recommendation on simple models that ignore the important nuances that affect the appropriate choice of corporate governance. It is unlikely that this type of low level research can actually identify the appropriate governance structure for individual firms.

    Unfortunately companies have little access to proxy advisory firms in order either to correct a mistake of fact, or to explain why a generic corporate governance recommendation is the wrong result in the specific instance: letting companies appeal to the advisory firm is time-consuming and expensive, neither of which is consistent with the proxy advisory firm’s business model. As a result, while the companies that also hire a proxy advisory firm for its corporate consulting service may have some minimal degree of access (e.g., by being provided an opportunity to make limited comments on draft reports), smaller companies that are not clients generally are not afforded any such rights.

    Advisers that rely rotely on the proxy advisory firm’s recommendations also tend not to afford companies an opportunity to tell their story. This is unsurprising: if the advisers wanted to make contextualized decisions about casting each vote, they would not have outsourced their vote in the first place. But it is also supremely ironic: a company that may want to engage in good faith with its shareholders may find that it has no meaningful opportunity to do so. This trend is deeply troubling to me. If an investment adviser is approached by a company with information indicating that the basis on which the adviser is casting its vote is fundamentally flawed, is it really consistent with the investment adviser’s fiduciary duties for the adviser to simply ignore that information? I think the rote reliance on proxy advisory firms has caused investment advisers to lose the forest for the trees: they are so focused on checking the compliance boxes to absolve conflicts of interest under our rules that they forget that they still have a broader fiduciary duty to investors to cast votes in the investors’ best interest. That fiduciary duty, I believe, cannot be satisfied through rote reliance on proxy advisory firms.

    Regulatory Response

    First Steps

    These issues have been on the SEC’s radar for some time now, most notably when they were raised in the 2010 Concept Release on the U.S. Proxy System (the “Proxy Plumbing” release). This release outlined the conflict-of-interest and low-quality voting recommendation issues addressed above, and it requested comment on a long list of potential regulatory solutions. I raised this issue in a number of speeches in 2013 and 2014, and the Commission in December 2013 held a roundtable to examine key questions about the influence of proxy advisers on institutional investors, the lack of competition in this market, the lack of transparency in the proxy advisory firms’ vote recommendation process and, significantly, the obvious conflicts of interest when proxy advisory firms provide advisory services to issuers while making voting recommendations to investors. A wide range of other parties, including Congress, academia, public interest groups, the media, and a national securities exchange, have also been calling for reforms.

    There has also been substantial interest and work regarding the role of proxy advisers on the international front. Recently, the European Commission introduced legislation to address the accuracy and reliability of proxy advisers’ analysis as well as their conflicts of interest. If adopted by the EU’s legislature, Article 3i (entitled “Transparency of proxy advisors”) would require proxy advisors to publicly disclose certain information in relation to the preparation of their recommendations, including the sources of information, total staff involved, and other meaningful data points. It would also require that member states ensure that proxy advisers identify and disclose without undue delay any actual or potential conflicts of interest or business relationships that may influence their recommendations and what they have done to eliminate or mitigate such actual of potential conflicts. While I may not often find myself in a position of agreeing with the European Commission, here I believe their proposal takes an incredible step forward and one that I commend them for promoting.

    Staff Legal Bulletin No. 20

    After the concept release and the roundtable, which provided a wealth of information and perspectives, the SEC staff on June 30th moved toward addressing some of the serious issues. The Division of Investment Management and the Division of Corporation Finance released Staff Legal Bulletin No. 20 (“SLB 20”), providing much-needed guidance and clarification as to the duties and obligations of proxy advisers, and to the duties and obligations of investment advisers that make use of proxy advisers’ services.

    This guidance is a good initial step in addressing the serious deficiencies currently plaguing the proxy advisory process. In particular, it does three important things worth highlighting.

    First, it clarifies the widespread misconception discussed above that the Commission’s 2003 release mandates that investment advisers cast a ballot for each and every vote. The guidance makes clear that this interpretation is wrong. Rather, an investment adviser and its client have significant flexibility in determining how the investment adviser should vote on the client’s behalf. The investment adviser and client can agree that votes will be cast always, sometimes (e.g., only on certain key issues), or never. They similarly can agree that votes will be cast in lockstep with another party (e.g., management, or a large institutional investor). Advisers could agree with investors in a mutual fund managed by the adviser that the adviser would only vote shares in companies representing more than a certain threshold percentage of the fund’s assets—and refrain from voting smaller holdings, vote them with management, or vote them some other way. While possibilities may not be endless, there is room for much more creativity than exists today.

    Second, SLB 20 cautions against misguided reliance on the two 2004 staff no-action letters, which have been widely misinterpreted as permitting investment advisers to abdicate essentially all of their voting responsibilities to proxy advisers without a second thought. The guidance makes clear that investment advisers have a continuing duty to monitor the activities of their proxy advisers, including whether, among other things, the proxy advisory firm has the capacity to “ensure that its proxy voting recommendations are based on current and accurate information.” I have heard from many companies that proxy advisory firms sometimes produce recommendations based on materially false or inaccurate information, but they are unable to have the proxy advisory firm even acknowledge these claims, much less review them and determine whether to revise its recommendation in light of the corrected information.

    While I encourage companies to attempt to work with proxy advisers, I also believe it is important for companies to bring this type of misconduct by proxy advisers to the attention of their institutional shareholders. As explained in the new guidance, investment advisers are required to take reasonable steps to investigate errors. Repeated instances of proxy advisers failing to correct recommendations they based on materially inaccurate information should cause investment advisers to question whether the proxy adviser can be relied upon. Separate and apart from the guidance they receive, I believe investment advisers’ broader fiduciary duty should compel them to review the corrected information provided by the company and consider it when determining how ultimately to cast their votes.

    Third, SLB 20 makes clear that a proxy advisory firm must disclose to recipients of voting recommendations any significant relationship the proxy advisory firm has with a company or security holder proponent. This critical disclosure must clearly and adequately describe the nature and scope of the relationship, and boilerplate will not suffice.

    Further Interventions?

    While these reforms are much-needed, I am concerned that the guidance does not go far enough. SLB 20 provides some incremental duties and suggests ways that individual entities could structure their advisory relationship so as to reduce reliance on proxy advisory firms, but it has become clear to me that, over the past decade, the investment adviser industry has become far too entrenched in its reliance on these firms, and there is therefore a risk that the firms will not take full advantage of the new guidance to reduce that reliance.

    I therefore intend to closely monitor how these reforms are being executed and whether they are solving the current significant problems in this space. In fact, if a company does experience difficulties in getting the proxy advisory firm to respond to the company’s concerns about the accuracy of the information on which the recommendation is based, and does therefore follow my suggestion to reach out directly to its institutional investors, I would encourage the company also to provide a copy of its shareholder communications directly to my office. I would be very interested to learn which complaints are being disregarded by proxy advisory firms and institutional investors. In addition, I believe SLB 20 should diminish the number of these complaints over time, and I will be very interested to discover whether this is in fact the case.

    Finally, while I appreciate the important steps that are being taken above, I believe that the release of SLB 20 still may not fully address the fact that our rules have accorded to proxy advisors a special and privileged role in our securities laws—a role similar to that of nationally recognized statistical ratings organizations (“NRSRO”) before the financial crisis. I intend to continue to seek structural changes that will address this dangerous overreliance.

    For example, the Commission could replace the two staff no-action letters with Commission-level guidance. Such guidance would seek to ensure that institutional shareholders are complying with the original intent of the 2003 rule and effectively carrying out their fiduciary duties. Commission guidance clarifying to institutional investors that they need to take responsibility for their voting decisions rather than engaging in rote reliance on proxy advisory firm recommendations would go a long way toward mitigating the concerns arising from the outsized and potentially conflicted role of proxy advisory firms.

    In addition, as I have stated in the past, I believe that the Commission should fundamentally review the role and regulation of proxy advisory firms and explore possible reforms, including, but not limited to, requiring them to follow a universal code of conduct, ensuring that their recommendations are designed to increase shareholder value, increasing the transparency of their methods, ensuring that conflicts of interest are dealt with appropriately, and increasing their overall accountability. I do not believe that the Commission should be in the business of comprehensively regulating proxy advisory firms—as we’ve seen from the 2006 NRSRO rule, such regulation often is simply ineffective—but there may be additional steps that we can take to promote transparency and best practices.

    In Sum

    To be clear, I realize that proxy advisers can provide important information to institutional investors and others. But that business model should be able to stand or fall on its own merits—i.e., based on the usefulness of the information provided to the marketplace. The SEC’s rulebook should not accord proxy advisory firms a special, privileged role—or, if that privilege cannot be completely stripped away, proxy advisory firms should be subject to increased oversight and accountability commensurate with their role.

    ________________________________________________

    Daniel M. Gallagher*  is a Commissioner at the U.S. Securities and Exchange Commission. The following post is based on a Washington Legal Foundation working paper by Mr. Gallagher; the complete publication, including footnotes, is available here.

     

    Les modèles de gouvernance fondés sur la prise en compte des intérêts des « Stakeholders » sont-ils efficaces ?


    Dans ce billet, nous attirons votre attention sur une étude remarquable, récemment publiée par Franklin Allen, professeur d’économie à l’Université de Pennsylvanie et à Imperial College, Londres; Elena Carletti, professeure de finance à l’université Bocconi ; et Robert Marquez, professeur de finance à l’Université de Californie (Davis), paru sur le blogue de Harvard Law School Forum on Corporate Governance.

    L’étude montre que les entreprises peuvent adopter deux modèles relativement distincts de gouvernance.

    Le premier modèle, celui qui règne dans les pays Anglo-Saxons, adopte la perspective de la théorie de l’agence selon laquelle il doit exister une nette séparation des pouvoirs entre les actionnaires-propriétaires et les dirigeants de l’organisation. Dans ces pays (U.S., Canada, UK, Australie), les lois précisent assez clairement que les actionnaires sont les propriétaires de l’entreprise et que les managers ont le devoir fiduciaire d’agir en fonction de leurs intérêts, tout comme les administrateurs qui sont les représentants élus des actionnaires.

    La situation canadienne est un peu particulière parce que certains jugements stipulent que les administrateurs doivent aussi tenir compte des conséquences des décisions sur les diverses parties prenantes.

    Il y a plusieurs pays qui adoptent un deuxième modèle de gouvernance, un modèle qui accorde une importance capitale aux parties prenantes (Stakeholders), plus particulièrement aux employés.

    Par exemple, en Allemagne, le système de cogestion exige un nombre égal de sièges d’actionnaires et d’employés au conseil de supervision. Les intérêts des parties prenantes sont également pris en compte par une représentation significative d’employés en Autriche, en France, aux Pays-Bas, au Danemark, en Suède.

    D’autres pays tels que la Chine et le Japon ont des modèles de gouvernance qui se fondent sur des normes se rapportant aux consensus sociaux.

    Quel modèle de gouvernance peut le mieux optimiser la performance des entreprises, tout en répondant aux impératifs de rentabilité, de compétitivité et de pérennité de ces dernières ?

    Vous ne serez peut-être pas étonnés d’apprendre que le modèle Anglo-Saxon, fondé sur la propriété des actionnaires, n’est pas nécessairement le plus efficace ! Mais pourquoi ?

    Voilà ce que cette étude examine en profondeur. Voici quelques extraits de l’article, dont la conclusion suivante :

    « If workers and shareholders are made better off by co-determination and consumers are made worse off, then it is still likely that co-determination will be implemented. The reason is that workers and shareholders are usually better organized and are in a position to lobby in favor of co-determination, whereas consumers are dispersed. Such a political economy approach can help shed light on the emergence of stakeholder governance. In turn, the present study illustrates one of the likely consequences of the adoption of a stakeholder approach to corporate governance ».

    Stakeholder Governance, Competition and Firm Value

     

    ….. These differences in firms’ corporate orientation are confirmed by the results of a survey of senior managers at a sample of major corporations in Japan, Germany, France, the US, and the UK, who were asked whether “A company exists for the interest of all stakeholders” or whether “Shareholder interest should be given the first priority” (Yoshimori, 2005). The results of the survey strongly suggest that stakeholders are considered to be very important in Japan, Germany and France, while shareholders’ interests represent the primary concern in the US and the UK. The same survey reports that firm continuity and employment preservation are important concerns for managers of corporations located in Japan, Germany and France, but not for those located in the US and the UK. All these considerations suggest that in many countries the legal system or social conventions have as a common objective the inclusion of parties beyond shareholders into firms’ decision-making processes. In particular, workers are seen as important stakeholders in the firm, with continuity of employment being an important objective.IMG_20140516_140943

    In our paper, Stakeholder Governance, Competition and Firm Value, forthcoming in the Review of Finance, we examine these issues, and provide an understanding of how imposing stakeholder governance affects firms’ behavior even when this involves a trade-off between the interests of shareholders and those of other stakeholders. Our main idea is that stakeholder firms internalize the effects of their behavior on stakeholders other than shareholders. In particular, they are concerned with the benefits that their stakeholders would lose should the firm not survive. As a consequence, stakeholder firms are more concerned with avoiding bankruptcy since this prevents their stakeholders from enjoying their benefits. The different concern for survival affects firms’ strategic behavior in the product market and, in particular, the way they behave in the presence of uncertainty.

    Specifically, we develop a model where firms compete in the product market with other firms, and have to choose the prices at which to sell their goods. Firms are subject to uncertainty, and can go bankrupt if they fail to turn a profit either because the expected sales did not quite materialize, or because costs turned out to be higher than anticipated. The possibility, and fear, of bankruptcy thus induces firms to be more conservative in their pricing policies, preferring to maintain a larger cushion between their revenues and their costs, than in seeking out (possibly) larger sales but at thinner margins.

    A concern for stakeholders makes a firm even more concerned about avoiding bankruptcy to the extent that it may lead to dislocation of its workers, and makes it even more conservative in its pricing policies. While the direct consequence of this is to move a firm away from the objective of maximizing profits and thus shareholder value, there is an indirect effect coming through the interaction between competing firms in the product market: when one firm becomes less aggressive, other firms have an incentive to follow suit. This reduction in aggression (i.e., competition) industry-wide benefits the stakeholder-oriented firm, so much so that shareholders may in fact be better off when their firm can commit to internalizing stakeholder concerns. In other words, stakeholders’, such as employees, and shareholders’ interests become aligned through the competitive interactions among firms, rather than being at odds as they would appear to be if one ignores firms’ product market interactions.

    We use this basic idea to study a number of issues ranging from state-mandated inclusion of stakeholders in corporate governance (e.g., the case of Germany), to globalization that makes it commonplace for firms from shareholder-oriented societies to compete with those from countries with a stakeholder orientation. We also study the implications of financial constraints for the capital structure of stakeholder-oriented firms, and show that the same conservative stance in the product market translates into more conservative capital structure.

    Our study raises a number of unanswered questions about the ultimate effect of stakeholders’ orientations on firm behavior and value, and suggests directions for future research. One of the interesting questions is why some countries adopt stakeholder governance while others do not, and why governments adopt such governance although it may benefit firms and employees at the expense of consumers. There is a growing literature on corporate governance and political economy that emphasizes that the political process plays a very important part in determining the corporate governance structure in a country (see, e.g., Pagano and Volpin, 2005; Perotti and von Thadden, 2006; and Perotti and Volpin, 2007). For example, if workers and shareholders are made better off by co-determination and consumers are made worse off, then it is still likely that co-determination will be implemented …..

    Bulletin du Collège des administrateurs de sociétés (CAS) | Septembre 2014


    Vous trouverez, ci-dessous, le Bulletin du Collège des administrateurs de sociétés (CAS) du mois de septembre 2014.

    Seul programme de certification universitaire en gouvernance de sociétés offert au Québec, il s’adresse aux administrateurs siégeant à un conseil d’administration et disposant d’une expérience pertinente.

    Les administrateurs de sociétés certifiés (ASC) sont regroupés dans la Banque des ASC, un outil de recherche en ligne mis au point par le Collège, afin de faciliter le recrutement d’administrateurs sur les conseils d’administration.

    Bulletin du Collège des administrateurs de sociétés (CAS) | Septembre 2014

    _______________________

     

    RAPPORT D’ACTIVITÉ 2013-2014

     

    Rapport d'activité 2013-2014 du CASC’est avec plaisir que le Collège des administrateurs de sociétés vous présente son Rapport d’activité 2013-2014.

    Vous y trouverez un bilan positif de cette neuvième année, marquée par de nombreuses actions visant à diversifier notre offre de formation, à affirmer notre statut de leader de la formation des administrateurs et à promouvoir l’excellence en gouvernance au Québec.

    Consultez le rapport pour tous les détails [+]

     

     

    Banques des administrateurs de sociétés certifiés

     

    Le Collège est fier de mettre en ligne une nouvelle présentation de la Banque des Administrateurs de sociétés certifiés (ASC). La Banque des ASC est maintenant intégrée au site Web du Collège et propose un nouvel outil de recherche bonifié, ainsi qu’un design plus ergonomique.

    Plusieurs nouveautés ont été apportées à l’outil de recherche dans le but d’optimiser la recherche d’ASC selon les requêtes des recruteurs d’administrateurs.

    Consultez cette nouvelle Banque des ASC [+]

     

    DÉVOILEMENT DE LA 3E SÉRIE DE CAPSULES D’EXPERTS EN GOUVERNANCE

     

    3e série de capsules d'experts : les médias sociaux, par Sylvain LafranceLe CAS est heureux de vous dévoiler sa 3e série de capsules d’experts, formée de huit entrevues vidéos. Pendant 3 minutes, un expert du Collège partage une réflexion et se prononce sur un sujet d’actualité lié à la gouvernance.

    Une capsule sera dévoilée chaque semaine par bulletin électronique. À surveiller !

    Cette semaine : Les médias sociaux, par Sylvain Lafrance [+]

     Les programmes de formation du CAS

     

    Gouvernance des PME5 et 6 novembre 2014, à Québec

    Certification – Module 1 : Les rôles et responsabilités des administrateurs |  12, 13 et 14 février 2015, à Québec, et 26, 27 et 28 mars 2015, à Montréal

     

    Les événements en gouvernance auxquels le CAS est associé

     

    Inscription au programme « Réseau jeunes administrateurs » pour la cohorte d’automne | 8 septembre 2014, à Montréal

    Congrès national de l’IAS sur la gouvernance transformationnelle et Gala des Fellows | 18 septembre 2014, à Montréal

    Assemblée générale annuelle du Cercle des ASC et conférence « Un CA peut-il être trop avant-gardiste » par Mme Anne Darche, ASC | 23 septembre 2014, à Québec

    Conférence Prestige de l’Ordre des CPA du Québec, « Leadership éthique au 21e siècle » par Mme Cynthia Cooper | 1er octobre 2014, à Montréal

    Conférence Femmes Leaders par Les Affaires | 15 octobre 2014, à Québec

    Programme de l’ecoDa « New Governance Challenges for Board Members in Europe » | 21 et 22 octobre 2014, à Bruxelles

    NOMINATIONS ASC

     

    Serge Bouchard, ASC | Conseil régional de l’environnement du Centre-du-Québec

    Marlène Deveaux, ASC | CLD Saguenay

    Sylvie Tremblay, ASC | Chambre des notaires du Québec

    Richard Audet, ASC | Inforoute Santé du Canada

    Marc Duchesne, ASC | Nicorp inc.

    Vincent Dagnault, ASC | Signes d’Espoir

    Annick Mongeau, ASC | Groupe TVA inc.

    Jean-François Thuot, ASC | Société canadienne des directeurs d’association, section du Québec

    Sylvain Beaudry, ASC | Institut québécois de planification financière

    Lyne Laverdure, ASC | PharmaBio Développement

    Louise Dostie, ASC | Caisse de l’Administration et des Services publics

    Pauline D’Amboise, ASC | Solidarité rurale du Québec

    Jean-Paul Gagné, ASC | Metix inc.

    Denis Arcand, ASC | Caisse Desjardins Brossard

    Josée De La Durantaye, ASC | Ordre des comptables professionnels agréés du Québec

    Michel Verreault, ASC | Chambre des notaires du Québec

    Michel Sanschagrin, ASC | Fondation des Violons du Roy et Club musical de Québec

    Carl Viel, ASC | Palais Montcalm

    Luc Séguin, ASC | Hydrocarbures Anticosti

    Anne Darche, ASC
    | Groupe Germain Hospitalité et Groupe St-Hubert

     

    DISTINCTIONS ASC et formateurs

     

    Marie Lavigne, ASC | Chevalière de l’Ordre national du Québec

    Claude Béland, formateur au CAS | Grand officier de l’Ordre national du Québec

    Maurice Gosselin, ASC
    | Prix du ministre accordé par le ministère de l’Enseignement supérieur, de la Recherche et de la Science

    Boîte à outils pour administrateurs

     

    Nouvelle référence mensuelle en gouvernance : Rémunération des administrateurs et gouvernance : enjeux et défis, par l’IGOPP.

    La capsule d’expert du mois – NOUVEAUTÉ : Les médias sociaux, par Sylvain Lafrance.

    Top 5 des billets les plus consultés cet été (juin, juillet et août) du blogue Gouvernance | Jacques Grisé.

     

    Bonne lecture !

    ____________________________________________

    Collège des administrateurs de sociétés (CAS)

    Faculté des sciences de l’administration Pavillon Palasis-Prince

    2325, rue de la Terrasse, Université Laval Québec (Québec) G1V 0A6

    418 656-2630; 418 656-2624

    info@cas.ulaval.ca

     

    Communications entre administrateurs et actionnaires concernant la rémunération des hauts dirigeants !


    Dans quelles circonstances les administrateurs doivent-ils intervenir directement auprès des actionnaires lorsque vient le temps de discuter des paramètres de la rémunération des hauts dirigeants ?

    Quelles modalités doivent encadrer les activités de communication des administrateurs avec les actionnaires et les investisseurs ?

    L’article de Jeremy L. Goldstein, paru sur le blogue du Harvard Law School Forum on Corporate Governance, aborde ces questions en présentant la problématique particulière de l’implication des administrateurs et en proposant des balises à considérer dans le choix des représentants.

    Depuis que les entreprises ont l’obligation de consulter les actionnaires sur l’acceptabilité du plan de rémunération globale des hauts dirigeants (Say on Pay), il devient de plus en plus important de bien informer les actionnaires sur ces questions et d’entretenir des liens plus étroits avec ceux-ci. Bonne lecture !

    Since the implementation of the mandatory advisory vote on executive compensation, shareholder engagement has become an increasingly important part of the corporate landscape. In light of this development, many companies are struggling to determine whether, when and how corporate directors should engage with shareholders on issues of executive compensation. Set forth below are considerations for companies grappling with these issues.IMG_20140515_134920

    As a general matter, the chief executive officer of the company should be the corporation’s primary spokesperson. Having the chief executive officer speak with investors and other constituencies helps ensure that the company has a consistent message expressed by its primary architect. However, engaging on executive pay may be different than engaging on other topics for several reasons. Executive pay in general, and CEO pay in particular, is ultimately approved by the board and, accordingly, board members may be best suited to discuss it. In addition, investors sometimes perceive chief executives as being interested in issues of executive compensation. By engaging with shareholders, board members can help add credibility to, and show support for, the company’s programs and can demonstrate to investors that they are exercising their key oversight function. For these reasons, depending on the corporation’s particular facts and circumstances, board members may be best suited to engage with shareholders on issues of executive compensation.

    Companies should take into account the following factors in determining whether a board member is the appropriate spokesperson on matters of executive pay:

    Knowledge of the Pay Programs: The single most important consideration is whether a director has a strong command of the matters at issue. The purpose of shareholder engagement is to enhance credibility and build trust. These goals are best achieved by the selection of a spokesperson who understands the company’s executive pay program and communicates most effectively the rationale behind it.

    Subject Matter to be Addressed: Discussions of CEO pay or similar matters may militate in favor of having a director speak with investors. If, however, the discussions are expected to focus on general compensation policy, other representatives may be better suited to the task.

    Preference of the Shareholder: Different shareholders may prefer to speak with different company representatives. Some shareholders may prefer to speak with compensation committee members, while others may not wish to engage with the board at all. Understanding the desires of the investor base and accommodating those desires, where possible, is key to successful shareholder engagement.

    Relationship of Individual with Shareholder: It is generally the case that either the lead director/independent chairman or a member of the compensation committee will be the spokesperson for the board on matters of executive pay. While the compensation committee chair might seem like the most logical choice for pay discussions because the compensation committee approves executive pay, selecting a lead director who is engaging with shareholders on other issues may help ensure consistency of message and messenger. A lead director/independent chairman who is also a member of the compensation committee may be an ideal choice.

    If a corporation decides to have director engagement on matters of executive pay, such discussions should be integrated into the corporation’s overall communications strategy. Many companies have established a formal protocol for circumstances under which directors receive shareholder inquiries where requests for engagement are routed through the corporate secretary, or if the company has one, the company’s director of corporate governance. In addition, there should be a clear and fully developed understanding between management and the board regarding the nature of the topics to be discussed. Discussions should be limited to agenda items and directors should generally avoid allowing investors to move the conversation into matters of corporate strategy and financial performance unless expressly agreed in advance. Management should ensure that (1) it is fully aware of board engagement activities and (2) directors have appropriate information to respond to investor questions and deliver messages that are consistent with other corporate communications.

    Companies should consider whether members of management should be present for the meetings with investors. Under most circumstances this is advisable to ensure that management is informed of the nature of the dialogue. The most likely candidates for attendance at such meetings are the general counsel, director of corporate governance, human resources executives and the head of investor relations. Whether or not these individuals attend, directors engaging with investors should provide the management team with investor feedback received during engagement so that the benefits of engagement may be fully realized. Finally, directors engaging with shareholders should be familiar with Regulation F-D so that information is not revealed to individual investors at a time that it is not disclosed to other market participants in a manner that violates the securities laws.

    Shareholder outreach has for many companies become a year-round endeavor. Engaging with investors outside of the regular proxy season enables companies to establish relationships with shareholders before a crisis erupts at a time when investors are not inundated with requests for meetings. Year-round dialogue between directors and shareholders under appropriate circumstances can help a company build credibility, foster investor relations, enhance transparency and avoid surprises during proxy season when it may be too late to change investor sentiment. 

    Enquête 2014 sur le leadership du conseil d’administration | Korn Ferry


    Ce billet publié par Robert E. Hallagan et Dennis Carey, vice-présidents de Korn Ferry, présente une partie d’une étude conduite par l’Institut Korn Ferry portant sur le leadership du C.A.

    On constatera que la séparation des fonctions de président du conseil et de président et chef de la direction s’effectue lentement chez nos voisins du sud ! En effet, bien que tous les experts de la gouvernance reconnaissent le bien fondé d’avoir un président du conseil indépendant, on note un certain progrès à cet égard mais il y a encore loin de la coupe aux lèvres, surtout dans les grandes entreprises cotées aux ÉU.

    Voici un aperçu de l’introduction de cette étude. Je vous invite à lire le document complet pour avoir une meilleure idée des résultats de l’enquête. Bonne lecture !

    Survey of Board Leadership 2014

    This is our second annual report on board leadership.

    The numbers and trends are interesting but the subtleties and substance behind them are extremely valuable as the National Association of Corporate Directors (NACD) and Korn Ferry continue their study of high-performing boards. The thoughtful selection and performance of board leaders is one of two pillars of leadership that drive long-term shareholder value—the other being the CEO of the company.IMG_00000694

    There is universal agreement that each board must have an independent leader but how each company has achieved this takes many shapes.

    In this year’s report, we see continued evidence of a slow and deliberate trend toward separation of the roles, higher in mid-cap companies than the large-cap S&P 500. Key catalysts included activism, and a transition of CEO leadership that prompted the board to elect to separate the roles.

    There is universal agreement that each board must have an independent leader but how each company has achieved this takes many shapes.

    In our first report we stated our commitment to remaining an honest broker of facts in the performance debate. Many proponents of separation claim it will enhance long-term shareholder value, yet no study to date has rendered conclusive evidence in either direction. We have now isolated companies that have made the change, documented their performance before and after, and will soon be comfortable debating the results. While we clearly understand the danger in relying solely on numbers and acknowledge that there are many potential ways to slice the data, we believe our attempt to get at the “facts” will generate engaged, healthy debate among our members and clients. We look forward to a rich dialogue at NACD conferences to come.

    Methodology and approach

    This study examined changes to and trends in board leadership structure for 900 US companies, namely the constituents of Standard & Poor’s Large Cap 500 Index (S&P 500) and the Mid-Cap Index (the S&P 400) as of December 31, 2012. Companies are added to the S&P 500 if they have unadjusted market capitalization of $4.6 billion or more, and to the S&P 400 if they have unadjusted market capitalization of between $1.2 billion and $5.1 billion. The S&P 500 Index represents a barometer of the state of the largest publicly traded US corporations, and the majority of the research and analysis in this study focuses on this group. To expand the scope beyond large-cap companies, and thus broaden the findings of the research, the constituents of the S&P 400 were also examined in detail.

    For each company, we looked at the type of board leadership structure in place at the time of its proxy filing for each year between 2008 and 2012. This report focuses primarily on the leadership structure in place as of year-end 2012, and examines each company’s overall leadership approach as it pertains to the roles of chairman, CEO, and lead director (if at all). Proxy filings, annual reports, and the corporate governance section of company websites comprise the source documents for these determinations. Please note that numbers shown in this report reflect actual statistics and not data projected from a random sampling of companies.

    In addition, each company that had a change in its leadership structure since January 1, 2003 (by replacing either the CEO or chairman) was investigated to understand the reason for the change, and additional details—such as tenure, age, education, committee responsibilities—were sought for the incoming chairman. Company and outside press reports and news articles were used to determine the reason for an executive’s departure, and executive biographical and company data were culled from secondary sources, including Reuters, Businessweek, MarketWatch, and Morningstar.

    The trend to separate roles continues to move steadily forward.

    Though board composition is not likely to be an area marked by rapid, significant change, the slow and steady trend to separate chairman and CEO roles continued in 2012. By the end of 2012, 56% of S&P 500 chairmen also held the position of CEO. This marks a significant departure from 2009, when 63% of all chairmen also held the company’s highest executive office. The change comes almost equally from increases in non-executive chairmen and chairmen who have some past affiliation with the company; additional analysis in this report will examine what types of companies are likely to favor the different approaches.

    fig1Click image to enlarge

    While it is reasonable to expect this gradual trend to continue, particularly as activist shareholders keep pushing for separation, some large companies, including IBM, Disney, and Urban Outfitters, are moving in the opposite direction and are recombining roles. In the case of IBM and Disney, the recombinations are part of longterm succession, though IBM Chairman-CEO Ginny Rometty added the Chairman role just 10 months after becoming CEO—faster than many expected. In the case of Urban Outfitters, founder Richard Hayne reclaimed the CEO role after his successor had difficulty maintaining the main brand’s appeal to young people. Our continued perspective is that there is no one-size-fits-all approach to board leadership and that careful analysis and trusted advisors should be leveraged to find the appropriate structure for each organization.

    In our opinion, chairmen must meet several criteria to qualify as truly “non-executive” or independent. They must not currently hold an executive role (CEO or other), must not be former executives, and must not be founders or family members of founders. From time to time, companies may characterize these types of chairmen as “non-executive” in the language of their proxy reports or even in the chairman’s title, but our analysis re-characterizes them per the criteria above. The idea of an independent chairman is that he or she can bring an impartial and objective perspective to the board, and our experience finds that founders, family members of founders, and former executives tend not to possess that objectivity. This particular debate on nomenclature is a classic case of saying it doesn’t make it so. Being independent in title is not necessarily a reflection of reality. An analysis of the types of chairmen found in the S&P 500 in 2012 is described in Figure 2.

    The trend toward separation of the chairman and CEO has been more pronounced over time within the mid-cap companies in the S&P 400 than it has been in the S&P 500. Separation rates in both groups rose by two points in 2012, to 44% in the S&P 500 and 55% in the S&P 400.

    ….

    Le point de vue sans équivoque de l’activiste Carl Icahn


    Depuis quelques années, on parle souvent d’activistes, d’actionnaires activistes, d’investisseurs activistes ou de Hedge Funds pour qualifier la philosophie de ceux qui veulent assainir la gouvernance des entreprises et redonner une place prépondérante aux « actionnaires-propriétaires » !

    Pour ceux qui sont intéressés à connaître le point de vue et les arguments d’un actionnaire activiste célèbre, je vous invite à lire l’article écrit par Carl Icahn le 22 août sur son site Shareholders’ Square Table (SST).

    Vous aurez ainsi une très bonne idée de cette nouvelle approche à la gouvernance qui fait rage depuis quelque temps.

    Je vous invite aussi à lire l’article de Icahn qui s’insurge contre la position de Warren Buffet de ne pas intervenir dans la décision de la rémunération globale « excessive » à Coke, suivi de la réponse de Buffet.

    My article from Barron’s on Warren Buffett’s abstention from a vote on Coke’s executive-pay plan

    À vous de vous former une opinion sur ce sujet ! Bonne lecture !

    The Bottom Line | Carl Icahn

    Among other things, I’m known to be a “reductionist.”  In my line of work you must be good at pinpointing what to focus on – that is, the major underlying truths and problems in a situation.  I then become obsessive about solving or fixing whatever they may be. This combination is what perhaps has lead to my success over the years and is why I’ve chosen to be so outspoken about shareholder activism, corporate governance issues, and the current economic state of America. IMG00570-20100828-2239

    Currently, I believe that the facts “reduce” to one indisputable truth which is that we must change our system of selecting CEOs in order to stay competitive and get us out of an extremely dangerous financial situation.  With exceptions, I believe that too many companies in this country are terribly run and there’s no system in place to hold the CEOs and Boards of these inadequately managed companies accountable. There are numerous challenges we are facing today whether it be monetary policy, unemployment, income inequality, the list can go on and on… but the thing we have to remember is there is something we can do about it: Shareholders, the true owners of our companies, can demand that mediocre CEOs are held accountable and make it clear that they will be replaced if they are failing.

    I am convinced by our record that this will make our corporations much more productive and profitable and will go a long way in helping to solve our unemployment problems and the other issues now ailing our economy.

    …….

    Les C.A de petites tailles performent mieux !


    Selon une étude du The Wall Street Journal publié par Joann S. Lublin, les entreprises qui comptent moins d’administrateurs ont de meilleurs résultats que les entreprises de plus grandes tailles.

    Bien qu’il n’y ait pas nécessairement de relation de type cause à effet, il semble assez clair que la tendance est à la diminution de nombre d’administrateurs sur les conseils d’administration des entreprises publiques américaines. Pourquoi en est-il ainsi ?

    Il y a de nombreuses raisons dont l’article du WSJ, ci-dessous, traite. Essentiellement, les membres de conseils de petites tailles :

    1. sont plus engagés dans les affaires de l’entité
    2. sont plus portés à aller en profondeur dans l’analyse stratégique
    3. entretiennent des relations plus fréquentes et plus harmonieuses avec la direction
    4. ont plus de possibilités de communiquer entre eux
    5. exercent une surveillance plus étroite des activités de la direction
    6. sont plus décisifs, cohésif et impliqués.

    Les entreprises du domaine financier ont traditionnellement des conseils de plus grandes tailles mais, encore là, les plus petits conseils ont de meilleurs résultats.

    La réduction de la taille se fait cependant très lentement mais la tendance est résolument à la baisse. Il ne faut cependant pas compter sur la haute direction pour insister sur la diminution de la taille des C.A. car il semblerait que plusieurs PCD s’accommodent très bien d’un C.A. plus imposant !

    Il faut cependant réaliser que la réduction du nombre d’administrateurs peut constituer un obstacle à la diversité si l’on ne prend pas en compte cette importante variable. Également, il faut noter que le C.A. doit avoir un président du conseil expérimenté, possédant un fort leadership. Un conseil de petite taille, présidé par une personne inepte, aura des résultats à l’avenant !

    Voici deux autres documents, partagés par Richard Leblanc sur son groupe de discussion LinkedIn Boards and Advisors, qui pourraient vous intéresser :

    « Higher market valuation of companies with a small board of directors« : http://people.stern.nyu.edu/eofek/PhD/papers/Y_Higher_JFE.pdf

    « Larger Board Size and Decreasing Firm Value in Small Firms« : http://scholarship.law.cornell.edu/cgi/viewcontent.cgi?article=1403&context=facpub

    Je vous convie donc à la lecture de l’article du WSJ dont voici un extrait de l’article. Bonne lecture !

    Smaller Boards Get Bigger Returns

    Size counts, especially for boards of the biggest U.S. businesses.

    Companies with fewer board members reap considerably greater rewards for their investors, according to a new study by governance researchers GMI Ratings prepared for The Wall Street Journal. Small boards at major corporations foster deeper debates and more nimble decision-making, directors, recruiters and researchers said. Take Apple Inc. In the spring when BlackRock founding partner Sue Wagner was up for a seat on the board of the technology giant, she met nearly every director within just a few weeks. Such screening processes typically take months.

    But Apple directors move fast because there only are eight of them. After her speedy vetting, Ms. Wagner joined Apple’s board in July. She couldn’t be reached for comment.

    Smaller boards at major corporations have more nimble decision-making processes, directors, recruiters and academic researchers say. Eric Palma

    Among companies with a market capitalization of at least $10 billion, typically those with the smallest boards produced substantially better shareholder returns over a three-year period between the spring of 2011 and 2014 when compared with companies with the biggest boards, the GMI analysis of nearly 400 companies showed.

    Companies with small boards outperformed their peers by 8.5 percentage points, while those with large boards underperformed peers by 10.85 percentage points. The smallest board averaged 9.5 members, compared with 14 for the biggest. The average size was 11.2 directors for all companies studied, GMI said.

    « There’s more effective oversight of management with a smaller board, » said Jay Millen, head of the board and CEO practice for recruiters DHR International. « There’s no room for dead wood. »

    Many companies are thinning their board ranks to improve effectiveness, Mr. Millen said. He recently helped a consumer-products business shrink its 10-person board to seven, while bringing on more directors with emerging-markets expertise.

    GMI’s results, replicated across 10 industry sectors such as energy, retail, financial services and health care, could have significant implications for corporate governance.

    Small boards are more likely to dismiss CEOs for poor performance—a threat that declines significantly as boards grow in numbers, said David Yermack, a finance professor at New York University’s business school who has studied the issue.

    It’s tough to pinpoint precisely why board size affects corporate performance, but smaller boards at large-cap companies like Apple and Netflix Inc. appear to be decisive, cohesive and hands-on. Such boards typically have informal meetings and few committees. Apple directors, known for their loyalty to founder Steve Jobs, have forged close ties with CEO Tim Cook, according to a person familiar with the company. Mr. Cook frequently confers with individual directors between board meetings « to weigh the pros and cons of an issue, » an outreach effort that occurs quickly thanks to the board’s slim size, this person said.

    Mr. Cook took this approach while mulling whether to recruit Angela Ahrendts, then CEO of luxury-goods company Burberry Group PLC for Apple’s long vacant position of retail chief. Private chats with board members helped him « test the thought » of recruiting her, the person said. She started in April.

    Ms. Wagner, Apple’s newest director, replaced a retiring one. The board wants no more than 10 members to keep its flexibility intact, according to the person familiar with the company, adding that even « eye contact and candor change » with more than 10 directors.

    Apple returns outperformed technology sector peers by about 37 cumulative percentage points during the three years tracked by GMI. An Apple spokeswoman declined to comment.

    Netflix, with seven directors, demonstrated equally strong returns, outperforming sector peers by about 32 percentage points. Board members of the big video-streaming service debate extensively before approving important management moves, said Jay Hoag, its lead independent director.

    « We get in-depth, » he said. « That’s easier with a small group. »

    Netflix directors spent about nine months discussing a proposed price increase, with some pushing back hard on executives about the need for an increase, Mr. Hoag said. Netflix increased prices this spring for new U.S. customers of the company’s streaming video plan, its first price bump since 2011.

    A board twice as big wouldn’t have time for « diving deeper into the business on things that matter, » Mr. Hoag said.

    ….

    Quelques mythes persistants à propos de la culture de gouvernance


    Vous trouverez, ci-dessous, un article tout à fait pertinent et intéressant, paru sur le site de INC.COM et publié par le .

    Voici onze (11) affirmations, ou mythes, à propos de la culture organisationnel et comment les administrateurs de sociétés peuvent tirer profit de ces enseignements.

    Bonne lecture !

    « Culture is a manifestation of your company’s values, and it impacts everything from talent recruiting to innovation. Unfortunately, some founders and CEOs, especially at early-stage startups, confuse culture with perks or, worse, believe that defining a company’s culture is a task best left up to someone else. Eleven founders from the Young Entrepreneur Council (YEC) call out the most persistent culture myths–and what you can do to overcome them »

    11 Stubborn Myths About Company Culture

    1. Perks = Culture

    « Many startup founders mistakenly think that fun perks automatically make for a good culture. Don’t get me wrong–happy hours, Ping-Pong tables and catered lunches are great, but they’re not going to keep employees happy unless you work to create a fundamental culture of respect. It’s a lot easier to provide perks than it is to make sure that employees feel motivated and valued. » —Jared FeldmanMashwork

    2. Culture Doesn’t Start With You

    « Most CEOs don’t realize that they are defining the culture by how they are behaving. Snap at people often? Anger will become part of your culture. Undermine your staff? Bureaucracy will invade your culture. Pretend everything is always amazing? You’ll create a culture full of fakes. If you want a culture that is always evolving and becoming more beautiful, invest in doing so yourself. » —Corey BlakeRound Table Companies

    3. Employee Feedback Isn’t Important

    « Some CEOs do not treat employee feedback as if it was as important as their own thoughts, because they are not viewed as equals. Though it is clear a CEO’s role is more expansive then other positions, the culture of a company can be negatively affected if people’s ideas and thoughts are suppressed. Each employee has a unique view of the organization, and the culture of sharing views is important to the company’s success. » —Phil ChenSystems WatchIMG_00001932

    4. Remote Work Doesn’t Impact Culture

    « I’ve worked for several companies remotely for years, and none of them have worked out long term. You always have things going on, and you are never as productive as when you’re together in a group. Working with others next to you is the best way for your company culture to grow. If you have to work remotely, find a way to get to the office at least twice a week to improve culture. » —John RamptonAdogy

    5. Someone Else Owns It

    « They assume it’s someone else’s problem to deal with. HR doesn’t own culture. Employees don’t own culture. Everyone owns culture, and senior leaders have an enormous impact on how business gets done in the day-to-day. CEOs who don’t understand this are destined to live with whatever they get. CEOs who do understand their roles are better equipped to be intentional about the culture they create in ways that drive performance. »–Chris CancialosiGothamCulture

    6. Culture Doesn’t Need to Be Defined

    « Chris Wood of Paige Technologies says it best, ‘Organizations are really only a representation of the people in them; employers must be diligent about mapping culture.’ Products and services can be duplicated, but people can’t. Your people drive your culture and they are the one defining difference of a company. CEOs forget to understand and define the culture that they have in place early on. » —Jason GrillJGrill Media | Sock 101

    7. Culture Is Just a Set of Values

    « We help many growing companies build culture, and the one thing most CEOs get wrong is forgetting to operationalize it. Culture isn’t just a set of core values on the wall–it’s a set of consistent behaviors. You have to be clear what those values look like in practice (we call them work rules) so current and future employees see culture in action and understand how works gets done in the company and align the company to them. » —Susan LaMotteExaqueo

    8. Culture Only Matters When You Reach X Size

    « Most CEOs think they don’t have to worry about company culture until their business meets certain profit or growth margins. In reality, company culture is affecting your bottom line regardless of your margins. I’ll say it again: Your company’s culture is inextricable from your company’s success. Focus on hiring the right people and offering them a place to thrive. With the wrong staff or an unmotivated staff, your company will go nowhere. » —Sean KellyHUMAN

    9. You Can’t Hire for Culture

    « You have to carefully select the type of people you add to your team if you’re going for a particular culture. For instance, if you’re a fashion company, you probably want to hire people that are actually passionate about fashion. It’s good to have people with different ideas, but generally they should have a shared common interest. With that shared interest, you can build a culture that your team members and customers can get behind. » —Andy KaruzaBrandbuddee

    10. Compensation Is the Only Motivator

    « Once they reach a certain salary, most non-sales employees could honestly care less about additional compensation. Employees work to feel needed, so remind them that they are your company. Recognize them, and make it public recognition. » —Justin GrayLeadMD

    11. Culture Will Wait for You to Create It

    « The interesting thing about a company culture is that it will create itself if you don’t create it first. CEOs need to define and personify the company culture and instill it at every level of the organization. The best companies all have a culture based on their mission, and all employees know why they’re working so hard. When the opposite is true, the culture will create itself–and it may not be the culture you envisioned. » —Andrew ThomasSkyBell Technologies, Inc.

    L’état des travaux de recherche relatifs à la contribution des investisseurs activistes


    Ainsi que mon billet du 19 août en faisait état, le débat est de plus en plus vif en ce qui regarde la contribution des « Hedge Funds » à l’amélioration de la performance à long terme des entreprises ciblées.

    Vous trouverez, ci-dessous, un court billet de Martin Lipton, partenaire fondateur de la firme Wachtell, Lipton, Rosen & Katz, paru sur le site du Harvard Law School Forum on Corporate Governance, qui décrit la problématique et les principaux enjeux liés au comportement des investisseurs « activistes ».

    L’auteur accorde une grande place aux travaux d’Yvan Allaire et de François Dauphin de l’IGOPP (Institut sur la Gouvernance d’Organisations Privées et Publiques) qui pourfendent l’approche économétrique de la recherche phare de Bebchuk-Brav-Jiang.

    Le résumé ci-dessous relate les principaux jalons relatifs à cette saga !

    The post puts forward criticism of an empirical study by Lucian Bebchuk, Alon Brav, and Wei Jiang on the long-term effects of hedge fund activism; this study is available here, and its results are summarized in a Forum post and in a Wall Street Journal op-ed article. As did an earlier post by Mr. Lipton available here, this post relies on the work of Yvan Allaire and François Dauphin that is available here. A reply by Professors Bebchuk, Brav, and Jiang to this earlier memo and to the Allaire-Dauphin work is available here. Additional posts discussing the Bebchuk-Brav-Jiang study, including additional critiques by Wachtell Lipton and responses to them by Professors Bebchuk, Brav, and Jiang, are available on the Forum here.

     

    The Long-Term Consequences of Hedge Fund Activism

    The experience of the overwhelming majority of corporate managers, and their advisors, is that attacks by activist hedge funds are followed by declines in long-term future performance. Indeed, activist hedge fund attacks, and the efforts to avoid becoming the target of an attack, result in increased leverage, decreased investment in CAPEX and R&D and employee layoffs and poor employee morale.IMG_00002145

    Several law school professors who have long embraced shareholder-centric corporate governance are promoting a statistical study that they claim establishes that activist hedge fund attacks on corporations do not damage the future operating performance of the targets, but that this statistical study irrefutably establishes that on average the long-term operating performance of the targets is actually improved.

    In two recent papers, Professor Yvan Allaire, Executive Chair of the Institute for Governance of Private and Public Organizations, has demonstrated that the statistics these professors rely on to support their theories are not irrefutable and do not disprove the real world experience that activist hedge fund interventions are followed by declines in long-term operating performance. The papers by Professor Allaire speak for themselves:

    “Activist” hedge funds: creators of lasting wealth? What do the empirical studies really say?

    Hedge Fund Activism and their Long-Term Consequences; Unanswered Questions to Bebchuk, Brav and Jiang

    Les « Hedge Funds » contribuent-ils à assurer la croissance à long terme des entreprises ciblées ?


    Voici un article publié par IEDP (International Executive Development Programs) et paru sur le site http://www.iedp.com

    Comme vous le constaterez, l’auteur fait l’éloge des effets positifs de l’activisme des actionnaires qui, contrairement à ce que plusieurs croient, ajoutent de la valeur aux organisations en opérant un assainissement de la gouvernance.

    Je sais que les points de vue concernant cette forme d’activisme sont très partagés mais les auteurs clament que les prétentions des anti-activistes ne sont pas fondées scientifiquement.

    En effet, les recherches montrent que les activités des « hedges funds » contribuent à améliorer la valeur ajoutée à long terme des entreprises ciblées.

    La lecture de cet article vous donnera un bon résumé des positions en faveur de l’approche empirique. Votre idée est-elle faite à ce sujet ?

     

    Do Hedge Funds Create Sustainable Company Growth ?

     

    Hedge funds get a bad press but are they really a negative force? Looking at their public face, on the one hand we see so the called ‘vulture’ funds that this month forced Argentina into a $1.5bn default, on the other hand we recall that the UK’s largest private charitable donation, £466 million, was made by hedge fund wizard Chris Cooper-Hohn. Looking beyond the headlines the key question is, do hedge funds improve corporate performance and generate sustainable economic growth or not?

    Researchers at Columbia Business SchoolDuke Fuqua School of Business and Harvard Law School looked at this most important question and discovered that despite much hype to the contrary  the long-term effect of hedge funds and ‘activists shareholders’ is largely positive. They tested the conventional wisdom that interventions by activist shareholders, and in particular activist hedge funds, have an adverse effect on the long-term interests of companies and their shareholders and found it was not supported by the data.

    Their detractors have long argued that hedge funds force corporations to sacrifice long-term profits and competitiveness in order to reap quick short-term benefits. The immediate spike that comes after interventions from these activist shareholders, they argue, inevitably leads to long-term declines in operating performance and shareholder value.

    Three researchers, Lucian Bebchuk of Harvard Law School, Alon Brav of Duke Fuqua School of Business, and Wei Jiang of Columbia Business School argue that opponents of shareholder activism have no empirical basis for their assertions. In contrast, their own empirical research reveals that both short-term and long-term improvements in performance follow in the wake of shareholder interventions. Neither the company nor its long-term shareholders are adversely affected by hedge fund activism.

    Their paper published in July 2013 reports on about 2,000 interventions by activist hedge funds during the period 1994-2007, examining a long time window of five years following the interventions. It found no evidence that interventions are followed by declines in operating performance in the long term. In fact, contrary to popular belief, activist interventions are followed by improved operating performance during the five-year period following these interventions. Furthermore the researchers discovered that improvements in long-term performance, were also evident when the intervention were in the two most controversial areas – first, interventions that lower or constrain long-term investments by enhancing leverage, beefing up shareholder pay-outs, or reducing investments and, second, adversarial interventions employing hostile tactics.

    There was also no evidence that initial positive share price spikes accompanying activist interventions failed to appreciate their long-term costs and therefore tend to be followed by negative abnormal returns in the long term; the data is consistent with the initial spike reflecting correctly the intervention’s long-term consequences.

    ‘Pumping-and-dumping’ (i.e. when the exit of an activist is followed by long-term negative returns) is much sited by critics. But no evidence was found of this. Another complaint, that activist interventions during the years preceding the financial crisis rendered companies more vulnerable, was also debunked, as targeted companies were no more adversely affected by the crisis than others.

    In light of the recent events in Argentina it is salutary to recall this important research. The positive aspect of activist hedge fund activity that it reveals should be born in mind when considering the ongoing policy debates on corporate governance, corporate law, and capital markets regulation. Business leaders, policy makers and institutional investors should reject the anti-hedge fund claims often used by detractors as a basis for limiting the rights and involvement of shareholders, and should support expanding rather than limiting the rights and involvement of shareholders. Boards and their executives should carefully monitor these debates in order to prepare for corporate governance’s evolving policy environment.

    Reconsidération des indicateurs de mesure d’un « bon » conseil d’administration


    Aujourd’hui, je vous propose la lecture d’un excellent article de Knud B. Jensen, paru dans le numéro Juillet-Août 2014, du Ivey Business Journal, section Governance.

    L’auteur a fait une analyse attentive des études établissant une relation entre l’efficacité des « Boards » et les résultats financiers de l’entreprise. Sa conclusion ne surprendra pas les experts de la gouvernance car on sait depuis un certain temps que la plupart des études sont de nature analytique et que les relations étudiées sont associatives, donc de l’ordre des corrélations statistiques.

    Mais, même les résultats dits scientifiques (empiriques), n’apportent pas une réponse claire aux relations causales entre l’efficacité des conseils d’administration et les résultats attendus, à court et long terme … Pourquoi ?

    L’auteur suggère qu’un modèle de gouvernance ne peut être utilisé à toutes les sauces, parce que les organisations évoluent dans des contextes (certains diront univers) éminemment différents !

    L’analyse fine de l’efficacité des C.A. montre que les variables contextuelles devraient avoir une place de choix dans l’évaluation de l’efficacité de la gouvernance.

    La gouvernance est une discipline organisationnelle et son analyse devrait reposer sur les « théories organisationnelles, tels que le design, la culture, la personnalité et le leadership du PDG (CEO), ainsi que sur les compétences « contextuelles » des administrateurs ». C’est plus complexe et plus difficile que de faire des analyses statistiques … ce qui n’empêche pas de poursuivre dans la voie de la recherche scientifique.

    Voici un extrait de cet article. Je vous invite cependant à le lire au complet afin de bien saisir toutes les nuances.

    Bonne lecture ! Vos commentaires sont grandement appréciés.

    « The key to rating boards is understanding context. Most researchers and public policies assume a similar board system across industries. This assumption allows law makers and researchers to ignore inter-company board differences. Nevertheless, board functions and effectiveness must reflect the context in which an organization finds itself. After all, board processes and functions are clearly dependent on context (growth or the lack of it, competition, strategy or the lack of it, etc.). For example, after it became very clear that the functioning of the board of directors at Canadian Pacific was no longer suitable to drive company growth, an activist shareholder pushed for new directors and a reorganized board. This led to a dramatic increase in cost ratios, profit and share price. It changed the function of the board. Other illustrations where context called for a change of the board include BlackBerry (formerly RIM) and Barrick Gold….

    When it comes to an effective governance model, one size does not fit all.  Context is paramount. Context is both endogenous and exogenous. Endogenous variables include complexity, asset base, competitive advantage, capital structure, quality of management, and board culture and leadership.  Exogenous variables include industry structures, position in growth cycle, competitive force, macroeconomics (interest rate, commodity pricing), world supply and growth, political changes, and unforeseen events (earthquakes, tsunamis, etc.). These variables are key inputs for company performance and determine whether earnings are above or below average. Simply put, companies may need a different type of board to fit with different sets of endogenous and exogenous variables.

    Boards and management typically have different mandates, not to mention a different social architecture to carry them out. It is generally agreed that the CEO and the management teams run the firm, while the board approves strategy, selects the CEO and determines the incentives, sets risk management, and approves major investments and changes to the capital structure.  But as discussed in Boards that Lead (2014) by Ram Charan, Dennis Casey and Michael Useen, directors must also lead the corporation on the most crucial issues. As a result, the ideal level of board involvement remains a grey area and is rarely defined. Setting boundaries when there are overlapping responsibilities is difficult. Nevertheless, how the functional relationships between the board and management work is probably far more important than board features to the growth, and sometimes survival, of the organization.

    In Back to the Drawing Board (2004), Colin Carter and Jay Lorsch suggest the reason so little has resulted from the various reforms aimed at improving governance is the focus on visible variables, or what others have labeled structural issues, instead of a focus on process or inside board behavior. In other words, features have trumped functions.

    The increase in complexity may be another issue. Keep in mind that directors don’t spend a lot of time together, which is a barrier to good behavior and process and makes it difficult for boards to function as a dynamic team. According to a 2013 McKinsey survey of over 700 corporate board members, directors spend an average of 22 days per year on company issues and two thirds do not think they have a complete understanding of the firm’s strategy. Clearly, there are severe limitations on boards, which have more to do than time available, especially with their limited number of board meetings packed with presentations from management.

    Boards should be viewed as an organizational system, with context part of any performance judgment. This view has more merit in distinguishing between effective and ineffective boards than the structural view. Human resource metrics may hold more promise and be more important than the structural indices currently used to distinguish between effective and ineffective boards. »

    ________________________________________________________

    La sauvegarde des grands principes de gouvernance | Le mirage du changement !


    Voici un article qui présente la conduite des actionnaires activistes comme relativement symbolique, c’est-à-dire exempte de véritables enjeux critiques, paru récemment sur le blogue du Harvard Law School Forum on Corporate Governance.

    Les auteurs Marcel Kahan et Edward Rock, professeurs de droit des affaires à l’Université de Pennsylvanie, ont observé que l’ensemble des positions des différents acteurs (actionnaires, activistes, administrateurs, dirigeants …) renforcent les grands principes de la gouvernance corporative en limitant les effets trop drastiques de leurs actions, tout en préservant l’intérêt des principaux protagonistes.

    Les revendications des activistes, du point de vue de la gouvernance, sont largement symboliques et ont pour résultats la préservation de la primauté d’une « gouvernance orientée vers les intérêts des actionnaires », une gouvernance qui met l’accent sur les besoins des actionnaires.

    La synthèse de l’article est présentée clairement au dernier paragraphe du texte ci-dessous. Quel est votre opinion à ce sujet ?

    Croyez-vous que les manœuvres des activistes et des dirigeants donnent lieu à peu de changements significatifs et que celles-ci consistent surtout à renforcer le point de vue d’une gouvernance centrée sur le pouvoir des actionnaires plutôt que sur le pouvoir du conseil d’administration ?

    Bonne lecture ! Vos commentaires sont appréciés.

    Symbolic Corporate Governance Politics

     

    « Corporate governance politics display a peculiar feature: while the rhetoric is often heated, the material stakes are often low. Consider, for example, shareholder resolutions requesting boards to redeem poison pills. Anti-pill resolutions were the most common type of shareholder proposal from 1987–2004, received significant shareholder support, and led many companies to dismantle their pills. Yet, because pills can be reinstated at any time, dismantling a pill has no impact on a company’s ability to resist a hostile bid. Although shareholder activists may claim that these proposals vindicate shareholder power against entrenched managers, we are struck by the fact that these same activists have not made any serious efforts to impose effective constraints on boards, for example, by pushing for restrictions on the use of pills in the certificate of incorporation. Other contested governance issues, such as proxy access and majority voting, exhibit a similar pattern: much ado about largely symbolic change.

    What accounts for this persistent gap between rhetoric and reality? In our article, Symbolic Corporate Governance Politics, we consider several explanations drawn from “public interest” and “public choice” perspectives. Ultimately, we conclude that Thurman Arnold’s “symbolic” view of politics, developed in his magnum opus, The Folklore of Capitalism, complements these explanations to provide a fuller understanding.

    DSCN13806

    From a “public interest” perspective, the pursuit by shareholder activists of reforms with minimal direct impact can be rationalized in a number of ways. For one, the cost of such activism is low, both in relation to the value of public companies and in relation to the portfolio on institutional investors. Moreover, even largely symbolic reforms can have a larger indirect impact: they may educate investors, directors, and managers about the importance of shareholder-centric governance; they may serve as show of strength of shareholder power and thereby lead directors, managers, and policy makes to pay more attention to shareholder interests; or they may be a first step in a longer battle for more meaningful reform.

    From a “public choice” perspective, shareholder activists may pursue activism for its own sake, to keep themselves busy (and employed). And even if the stakes are low, pro-management forces may oppose meaningless changes to prove loyalty to their clients and generate business.

    These explanations, however, leave several questions unanswered: Why the heated rhetoric? What explains the selection of the largely symbolic issues that are being pursued? If these issues are (wrongly) depicted as important, won’t their pursuit divert energy from other issues that are more consequential?

    Thurman Arnold’s theory of the role of symbols, myth, and folklore can provide some answers. As a society, Arnold would argue, we need to believe that managers are held accountable even—and especially—in the largest corporations. It is only because “shareholders” exercise ultimate control over managers that it is acceptable that a small group of managers control huge concentrations of capital and get paid princely sums for doing so. This creates a tension. On the one hand, individual shareholders do not, in fact, play that role. On the other hand, large concentrations of capital are necessary for many businesses operating in world product and capital markets. It thus becomes necessary to develop a procedure for reconciling the ideal with practical reality by constantly attacking “the separation of ownership and control” on rational legal and economic ground, while at the same time never really interfering with it. The battles over shareholder power fulfill this function.

    But to serve the ceremonial function of asserting shareholder control, shareholder activists must pick issues where the chances of success are reasonably high. Symbolic activism thus serves everyone’s interests. For shareholder activists, who lack strong monetary incentives that directly reward them for increasing share values, symbolic affirmations of shareholder power has allure and is likely to be supported by other shareholders. For managerialists, losing is acceptable and actual (as opposed to rhetorical) resistance is not too high. Activism keeps the activists busy. Plausible arguments for shareholder benefit, combined with low potential costs, assure little internal opposition.

    Our analysis has several implications for governance debates. First, the rhetoric used by activists on all sides should be taken with a large pinch of salt: most issues described as momentous generally are not. Second, one should be aware that symbolic battles may divert attention (for better or for worse) from more meaningful reform. Third, shareholder activists and managers and their defenders all have more complex motivations than maximizing firm value or protecting privileges. Rather than epic battles between the forces of good and evil, governance debates typically involve disputes between different shades of grey. Finally, looking out through Thurman Arnold’s eyes, one may observe all the battles and conclude that we live, if not in the best of all possible worlds, then at least in a pretty good one. Despite the back and forth, corporate governance in the U.S. is characterized by a high degree of stability and slow paced, gradual change. Because we ritually affirm the principle of shareholder control—maintained by the symbolic, and largely harmless, disputes we have discussed in this article—the current system of corporate governance enjoys widespread support. Shareholder activism, rather than undermining the legitimacy of the current system, serves an important, legitimating function by showing that shareholders have power and that reform for the better is possible ».

    The full paper is available for download here.

     

    Le C.A. doit clarifier les rôles de chef de la conformité (CCO) et de chef des affaires juridiques (General Counsel)


    On note une ambigüité de rôle croissante entre les fonctions de chef de la conformité (CCO) et de chef du contentieux (General Counsel).  Cet article de Michael W. Peregrine, associé de la firme McDermott Will & Emery vise à souligner les responsabilités réciproques de chaque poste ainsi qu’à montrer que celles-ci ont intérêt à être mieux définies afin d’éviter les risques de conflits associés à leur exécution.

    L’auteur suggère que le rôle de chef de la conformité prend une place de plus en plus prépondérante dans la structure des organisations, en vertu du caractère « d’indépendance » rattaché à cette fonction. Les deux postes doivent donc être dissociés, le chef du contentieux se rapportant au PDG et le chef de la conformité se rapportant au conseil d’administration !

    L’article insiste sur une meilleure description de ces deux postes et sur le rôle que doit jouer le conseil d’administration à cet égard.

    Je vous invite à lire ce court article paru sur le blogue du Harvard Law School Forum on Corporate Governance afin de mieux connaître la nature des arguments invoqués. Bonne lecture !

    Compliance or Legal? The Board’s Duty to Assure Clarity

    Key Developments

    Government Positions. The first, and perhaps most pronounced, of these developments has been efforts of the federal government to encourage (and, in some cases, to require) that the positions of compliance officer and general counsel be separate organizational positions held by separate officers; that the compliance officer not report to the general counsel; and that the compliance officer have a direct reporting relationship to the governing board.

    There also appears to be a clear trend—while certainly not universal—among many corporations to follow the government’s lead and adopt the “separate relationship” structure, for a variety of valid and appropriate reasons. Yet, the focus on compliance officer “independence” obscures the need for compliance programs to have leadership from, coordination of or other connection to, the general counsel.P1030083

    Another concern arises from the (dubious) perspective that the compliance officer should not have a reporting relationship to the general counsel. One of the underlying premises here is that the general counsel somehow has at least a potential, if not actual, conflict of interest with respect to advice that the compliance officer may provide to management or the board. However, this perspective ignores critical professional responsibility obligations of the general counsel (e.g., Rules 1.6, 1.7 and 1.13).

    The third, and potentially most significant of these potential concerns relates to the preservation of the attorney-client privilege when the chief compliance officer is not the general counsel. In a recent published article, a leading corporate lawyer argues persuasively that the forced separation of the compliance and legal functions jeopardizes the ability to preserve the privilege in connection with corporate compliance based investigations.

    Corporate Guardian. A second, and more subtle, development has been a series of public comments by compliance industry thought leaders suggesting that the role of “guardian of the corporate reputation” is exclusively reserved for the corporate compliance officer; that the compliance officer is the organizational “subject matter expert” for ethics and culture, as well as compliance. This “jurisdictional claim” appears to be premised on the questionable perspective that “lawyers tell you whether you can do something, and compliance tells you whether you should”.

    This perspective ignores the extent to which the general counsel is specifically empowered to provide such advice by virtue of the rules of professional responsibility; principally Rule 2.1 (“Advisor”). It is also contrary to long standing public discourse that frames the lawyer’s role as a primary guardian of the organizational reputation. For example, the estimable Ben Heineman, Jr. has described the role of the general counsel as the “lawyer-statesman”, the essence of which is the responsibility to “move beyond the first question—‘is it legal?’—to the ultimate question—‘is it right?’”

    Job Descriptions. The third significant development is efforts by compliance industry commentators to extend the portfolio of the CCO, to a point where it appears to conflict with the expanding role of the general counsel. As one prominent compliance authority states, “The CCO mandate is ambitious, broad, and complex; no less than to oversee the organization’s ability to ‘prevent and detect misconduct’”.

    This point of view is being used to justify greater compliance officer involvement in matters such as internal investigations, corporate governance, conflict of interest resolution, the development of codes of ethics, and similar areas of organizational administration.

    The debate over roles and responsibilities is exacerbated by the extent to which the term “compliance” continuously appears in the public milieu in the form of “shorthand”. In this way, the term appears to reference some sort of broad organizational commitment to adherence with applicable law; i.e., more as a state of corporate consciousness than as an executive-level job description. To the extent that “compliance” is used loosely in the business and governance media, it serves to confuse corporate leadership about the real distinctions between accepted legal and compliance components.

    Expansive definitions of the compliance function are also at odds with new surveys that depict the expanding organizational prominence of the general counsel. These new surveys lend empirical support to the view that the general counsel of a sophisticated enterprise (such as a health care system) has highly consequential responsibilities, and thus should occupy a position of hierarchical importance within the organization.

    The Board’s Role

    As developments cause the roles and responsibilities of the compliance officer and the general counsel to become increasingly blurred, the board has an obligation to establish clarity and reduce the potential for organizational risk. The failure to clearly delineate the respective duties of these key corporate officers can create administrative waste and inefficiency; increase internal confusion and tension; jeopardize application of the attorney-client privilege, and “draw false distinctions between organizational and legal risk”.

    An effective board response would certainly include directing the compliance officer and general counsel, with the support of the CEO and outside advisors, to prepare for board consideration a set of mutually acceptable job descriptions for their respective positions. This would include a confirmation of the board reporting rights of both officers. It would also include the preparation of a detailed communication protocol that would address important GC/CCO coordination issues.

    The perceptive board may also wish to explore, with the support of external advisors, the very sensitive core issues associated with compliance officer independence, and with the hierarchical position of the compliance officer; i.e., should that position be placed in the corporate hierarchy on an equal footing with the corporate legal function, or in some subordinate or other supporting role.

    The board can and should be assertive in adopting measures that support the presence of a vibrant, effective compliance program that teams productively with the general counsel.

     

    Le mentorat | Une démarche précieuse pour préparer la relève


    Debra Wheatman* a publié un billet intéressant dans CEO.com qui fait l’éloge du mentorat en vue de mieux réussir le processus de préparation de la relève du président et chef de direction (PCD, CEO).

    Une firme de recrutement au niveau mondial, InterSearch Worldwide, a montré que seulement 45 % des organisations avait un processus de planification de la succession du premier dirigeant !

    L’auteure propose de mettre en place un plan de mentorat à l’échelle de toute l’organisation et elle expose les avantages pressentis d’une telle démarche.

    Pour elle le mentorat est bénéfique pour le raffermissement de la culture, la croissance et la viabilité de l’organisation. Voici un extrait de ce court article. Bonne lecture !

     

    Getting A CEO Succession Right

     

    Mentoring Provides a Foundation for Positive Performance

    Given the dynamic and changing business environment in which we all work, there are many instances in which people with little to no experience are required to assume new responsibilities and adapt to rapidly changing business situations. Oftentimes, these people are asked to do things that are unfamiliar and represent unchartered territory.

    Pairing these individuals with senior executives with the expertise and organizational knowledge can help more inexperienced staff develop the skills and expertise to be effective and grow within the organization. By working with a mentor, a mentee will be able to develop a positive work approach and be motivated to assume increasing responsibility, with the resulting impact being strong job performance, productivity and confidence.

    Mentoring Supports a Culture of Learning and Knowledge Transfer

    The ongoing health and wellness of any organization is largely predicated on ensuring employees are equipped to add continuous value. Providing staff with the means to acquire the knowledge and skills to be effective supports short- and long-term goals for learning and sets the tone for organization-wide knowledge distribution. By encouraging knowledge transfer efforts, the foundation of learning is established.IMG_20140515_143618

    Mentoring programs also serve to empower employees, promoting a culture of inclusivity where people are encouraged to communicate, fostering productivity and a focus on achieving corporate goals.

    Mentoring is Key for Developing Future Leaders

    One of the key benefits of a robust mentoring program is that it helps to provide a solid training ground for future leaders. One of the things that employees desire when they join an organization is to have an understanding of opportunities for upward mobility and growth.

    With a well-developed mentoring program, employees can review their career goals and pursue advancement opportunities. The partnerships established from the program helps employees understand what they need to do to progress within the organization. The assistance from a mentor can help propel employees forward, providing a strong foundation of commitment and drive for success.

    Mentoring Leads to Increased Employee Retention

    Mentoring increases employee retention because it sends a positive message that the organization cares about employees’ development into leadership roles. One of the things that can sometimes hinder growth is an employee’s inability to understand or embrace an organization’s corporate culture. With an active mentoring program, mentees are given the opportunity to navigate such intangibles, thereby increasing opportunities for long-term success.

    Mentoring Increases Self-Awareness

    One of the things that help people grow into effective leaders is the understanding of their own strengths and shortcomings. This can be a hard thing for a person to identify on his or her own. In a mentoring relationship, the mentee will be given feedback by the mentor as a means to conducting a thoughtful self-evaluation. Though it might be difficult, self-awareness is critical to understanding areas for improvement and is the first step in making meaningful changes that can positively impact career outcomes.

    Mentoring Is a Great Idea Even If You Aren’t Going Anywhere Anytime Soon

    Mentoring provides significant benefits both to you and your successor. As a teacher, you will have the opportunity to revisit past decisions, plans and re-assess the company’s goals and objectives. As your mentee asks tough questions about why things are the way they are, it will give you the chance to look at the past, present and future through a set of fresh eyes. Even if you don’t plan on going anywhere soon, mentoring and building your succession plan can dramatically improve the performance of you, your team and your organization.

    ______________________________________________

    * Career and personal branding expert Debra Wheatman is president and owner of Careers Done Write. She is globally recognized as an expert in advanced career search techniques, with more than 18 years’ corporate human resource experience helping clients make gratifying career choices.

    Ce que chaque administrateur de sociétés devrait savoir à propos de la sécurité infonuagique


    Cet article est basé sur un rapport de recherche de Paul A. Ferrillo, avocat conseil chez Weil, Gotshal & Manges, et de Dave Burg et Aaron Philipp de PricewaterhouseCoopers. Les auteurs présentent une conceptualisation des facteurs infonuagiques (cloud computing) qui influencent les entreprises, en particulier les comportements de leurs administrateurs.

    L’article donne une définition du phénomène infonuagique et montre comment les conseils d’administration sont interpellés par les risques que peuvent constituer les cyber-attaques. En fait, la partie la plus intéressante de l’article consiste à mieux comprendre, ce que les auteurs appellent, la « Gouvernance infonuagique » (Cloud Cyber Governance).

    L’article propose plusieurs questions critiques que les administrateurs doivent adresser à la direction de l’entreprise. Vous trouverez, ci-dessous, les points saillants de cet article lequel devrait intéresser les administrateurs préoccupés par les aspects de sécurité des opérations infonuagiques. Bonne lecture !

     

    Cloud Cyber Security: What Every Director Needs to Know

    « There are four competing business propositions affecting most American businesses today. Think of them as four freight trains on different tracks headed for a four-way stop signal at fiber optic speed.

    First, with a significant potential for cost savings, American business has adopted cloud computing as an efficient and effective way to manage countless bytes of data from remote locations at costs that would be unheard of if they were forced to store their data on hard servers. According to one report, “In September 2013, International Data Corporation predicted that, between 2013 and 2017, spending on pubic IT cloud computing will experience a compound annual growth of 23.5%.” Another report noted, “By 2014, cloud computing is expected to become a $150 billion industry. And for good reason—whether users are on a desktop computer or mobile device, the cloud provides instant access to data anytime, anywhere there is an Internet connection.”

    IMG_20140219_205959

    The second freight train is data security. Making your enterprise’s information easier for you to access and analyze also potentially makes it easier for others to do, too. 2013 and 2014 have been the years of “the big data breach,” with millions of personal data and information records stolen by hackers. Respondents to the 2014 Global State of Information Security® Survey reported a 25% increase in detected security incidents over 2012 and a 45% increase compared to 2011. Though larger breaches at global retailers are extremely well known, what is less known is that cloud providers are not immune from attack. Witness the cyber breach against a file sharing cloud provider that was perpetrated by lax password security and which caused a spam attack on its customers. “The message is that cyber criminals, just like legitimate companies, are seeing the ‘business benefits’ of cloud services. Thus, they’re signing up for accounts and reaching sensitive files through these accounts. For the cyber criminals this only takes a run-of-the-mill knowledge level … This is the next step in a new trend … and it will only continue.”

    The third freight train is the plaintiff’s litigation bar. Following cyber breach after cyber breach, they are viewing the corporate horizon as rich with opportunities to sue previously unsuspecting companies caught in the middle of a cyber disaster, with no clear way out. They see companies scrambling to contend with major breaches, investor relation delays, and loss of brand and reputation.

    The last freight train running towards the intersection of cloud computing and data security is the topic of cyber governance—i.e., what directors should be doing or thinking about to protect their firm’s most critical and valuable IP assets. In our previous article, we noted that though directors are not supposed to be able to predict all potential issues when it comes to cyber security issues, they do have a basic fiduciary duty to oversee the risk management of the enterprise, which includes securing its intellectual property and trade secrets. The purpose of this article is to help directors and officers potentially avoid a freight train collision by helping the “cyber governance train” control the path and destiny of the company. We will discuss basic cloud security principles, and basic questions directors should ask when considering whether or not the data their management desires to run on a cloud-based architecture will be as safe from attack as possible. As usual when dealing with cyber security issues, there are no 100% foolproof answers. Even cloud experts disagree on cloud-based data security practices and their effectiveness] There are only good questions a board can ask to make sure it is fulfilling its duties to shareholders to protect the company’s valuable IP assets.

    What is Cloud Computing/What Are Its Basic Platforms

    “Cloud computing is a model for enabling ubiquitous, convenient, on-demand network access to a shared pool of configurable computing resources (e.g., networks, servers, storage, applications, and services). Cloud computing is a disruptive technology that has the potential to enhance collaboration, agility, scaling, and availability, and provides the opportunities for cost reduction through optimized and efficient computing. The cloud model envisages a world where components can be rapidly orchestrated, provisioned, implemented and decommissioned, and scaled up or down to provide an on-demand utility-like model of allocation and consumption.”

    Cloud computing is generally based upon three separate and distinct architectures that matter when considering the security of the data sitting in the particular cloud environment.

    ……

    Cloud Cyber Governance

    As shown above, what is commonly referred to as the cloud actually can mean many different things depending on the context and use. Using SaaS to manage a customer base has a vastly different set of governance criteria to using IaaS as a development environment. As such, there are very few accepted standards for properly monitoring/administering a cloud-based environment. There are many IT consultants in the cloud-based computing environment that can be consulted in that regard. Our view, however, is that directors are ultimately responsible for enterprise risk management, and that includes cyber security, a subset of which is cloud-based cyber-security. Thus it is important for directors to have a basic understanding of the risks involved in cloud-based data storage systems, and with cloud-based storage providers. Below are a few basic questions that come to mind that a director could pose to management, and the company’s CISO and CIO:

    1. Where will your data be stored geographically (which may determine which laws apply to the protection of the company’s data), and in what data centers?

    2. Is there any type of customer data co-mingling that could potentially expose the company data to competitors or other parties?

    3. What sort of encryption does the cloud-based provider use?

    4. What is the vendor’s backup and disaster recovery plan?

    5. What is the vendor’s incident response and notification plan?

    6. What kind of access will you have to security information on your data stored in the cloud in the event the company needs to respond to a regulatory request or internal investigation?

    7. How transparent is the cloud provider’s own security posture? What sort of access can your company get to the cloud provider’s data center and personnel to make sure it is receiving what it is paying for?

    8. What is the cloud servicer’s responsibility to update its security systems as technology and sophistication evolves?

    9. What is the cloud provider’s ability to timely detect (i.e., continuously monitor) and respond to a security incident, and what sort of logging information is kept in order to potentially detect anomalous activity?

    10. Are there any third party requirements (such as HITECH/HIPAA) that the provider needs to conform to for your industry?

    11. Is the cloud service provider that is being considered already approved under the government’s FedRamp authorization process, which pre-approves cloud service providers and their security controls?

    12. Finally, does the company’s cyber insurance liability policy cover cloud-based Losses assuming there is a breach and customer records are stolen or otherwise compromised?  This is a very important question to ask, especially if the company involved is going to use a cyber-insurance policy as a risk transfer mechanism. When in doubt, a knowledgeable cyber-insurance broker should be consulted to make sure cloud-based Losses are covered.

    High-profile breaches have proven conclusively that cybersecurity is a board issue first and foremost. Being a board member is tough work. Board members have a lot on their plate, including, first and foremost, financial reporting issues. But as high-profile breaches have shown, major cyber breaches have almost the same effect as a high profile accounting problem or restatement. They cause havoc with investors, stock prices, vendors, branding, corporate reputation and consumers. Directors should be ready to ask tough questions regarding cyber security and cloud-based security issues so they do not find themselves on the wrong end of a major data breach, either on the ground or in the cloud. »

    Séparation des fonctions de président du conseil et de chef de la direction : retour sur un grand classique !


    Voici le deuxième billet présenté par le professeur Ivan Tchotourian de la Faculté de droit de l’Université Laval, élaboré dans le cadre de son cours de maîtrise Gouvernance de l’entreprise.

    Dans le cadre d’un programme de recherche, il a été proposé aux étudiants non seulement de mener des travaux sur des sujets qui font l’actualité en gouvernance de l’entreprise, mais encore d’utiliser un format original permettant la diffusion des résultats. Le présent billet expose le résultat des recherches menées par Nadia Abida, Arnaud Grospeillet, Thomas Medjir et Nathalie Robitaille.

    Ce travail revient sur les arguments échangés concernant la dissociation des fonctions de président du conseil d’administration et de chef de la direction. Ce billet alimente la discussion en faisant une actualité comparative des normes et des éléments juridiques, et en présentant les dernières statistiques en ce domaine.

    Le papier initial des étudiants a été retravaillé par Nadia Abida afin qu’il correspondre au style du blogue . Bonne lecture ! Vos commentaires et vos points de vue sont les bienvenus.

    « Je vous en souhaite bonne lecture et suis certain que vous prendrez autant de plaisir à le lire que j’ai pu en prendre à le corriger. Merci encore à Jacques de permettre la diffusion de ce travail et d’offrir ainsi la chance à des étudiants de contribuer aux riches discussions dont la gouvernance d’entreprise est l’objet ».  (Ivan Tchotourian)

     

    Séparation des fonctions de président du conseil et de chef de la direction : retour sur un grand classique

     

    Nadia Abida, Arnaud Grospeillet, Thomas Medjir, Nathalie Robitaille

    Anciens étudiants du cours DRT-6056 Gouvernance de l’entreprise

     

    La séparation entre les fonctions de président du conseil d’administration (CA) et du chef de la direction est l’un des facteurs incontournables de l’indépendance des administrateurs. Cette dernière est un indicateur de pratique de bonne gouvernance d’entreprise. Cependant, et malgré l’importance avérée de la séparation des deux fonctions, nombre d’entreprises continuent à en pratiquer le cumul. Les arguments foisonnent de part et d’autre, et ne s’accordent pas sur la nécessité de cette séparation.

    redaction-des-statuts-de-sa

    Un retour sur une proposition d’actionnaires de la banque JP Morgan démontre la nécessité de ne pas laisser ce sujet sans réflexions. Cette proposition en faveur d’une séparation des fonctions a été émise à la suite d’une divulgation par la société d’une perte s’élevant à 2 milliards de dollars… perte essuyée sous la responsabilité de son PDG actuel [1].

    Ce n’est un secret pour personne que cette société a un passif lourd avec des pertes colossales engendrées par des comportements critiquables sur lesquels la justice a apporté un éclairage. Les conséquences de cette gestion auraient-elles été identiques si une séparation des pouvoirs avait était mise en place entre une personne agissant et une personne surveillant ?

     

    Silence du droit et positions ambiguës

     

    Les textes législatifs (lois ou règlements) canadiens, américains ou européens apportent peu de pistes de solution à ce débat. La plupart se montrent en effet silencieux en ce domaine faisant preuve d’une retenue étonnamment rare lorsque la gouvernance d’entreprise est débattue. Dans ses lignes directrices [2], l’OCDE – ainsi que la Coalition canadienne pour une saine gestion des Entreprises dans ses principes de gouvernance d’entreprise [3] – atteste pourtant de l’importance du cloisonnement entre les deux fonctions.

    De ce cloisonnement résulte l’indépendance et l’objectivité nécessaires aux décisions prises par le conseil d’administration. Au Canada, le comité Saucier dans son rapport de 2001 et le rapport du Milstein center [4] ont mis en exergue l’importance d’une telle séparation. En comparaison, la France s’est montrée plus discrète et il n’a pas été question de trancher dans son Code de gouvernement d’entreprise des sociétés cotées (même dans sa version amendée de 2013) [5] : ce dernier ne privilégie ainsi ni la séparation ni le cumul des deux fonctions [6].

     

    Quelques chiffres révélateurs

     

    Les études contemporaines démontrent une nette tendance en faveur de la séparation des deux rôles. Le Canadian Spencer Stuart Board Index [7] estime qu’une majorité de 85 % des 100 plus grandes entreprises canadiennes cotées en bourse ont opté pour la dissociation entre les deux fonctions. Dans le même sens, le rapport Clarkson affiche que 84 % des entreprises inscrites à la bourse de Toronto ont procédé à ladite séparation [8]. Subsistent cependant encore de nos jours des entreprises canadiennes qui  permettent le cumul. L’entreprise Air Transat A.T. Inc en est la parfaite illustration : M. Jean-Marc Eustache est à la fois président du conseil et chef de la direction. A contrario, le fond de solidarité de la Fédération des travailleurs du Québec vient récemment de procéder à la séparation des deux fonctions. Aux États-Unis en 2013, 45 % des entreprises de l’indice S&P500 (au total 221 entreprises) dissocient les rôles de PDG et de président du conseil. Toutefois, les choses ne sont pas aussi simples qu’elles y paraissent : 27 % des entreprises de cet indice ont recombiné ces deux rôles [9]. Évoquons à ce titre le cas de Target Corp dont les actionnaires ont refusé la dissociation des deux fonctions [10].

     

    Il faut séparer les fonctions !

     

    Pendant longtemps, il a été d’usage au sein des grandes sociétés par actions, que le poste de président du conseil soit de l’apanage du chef de la direction. Selon les partisans du non cumul, fusionner ces deux fonctions revient néanmoins à réunir dans une seule main un trop grand pouvoir et des prérogatives totalement antagonistes, voir même contradictoires. En ce sens, Yvan Allaire [11] souligne qu’il est malsain pour le chef de la direction de présider aussi le conseil d’administration. Rappelons que le CA nomme, destitue, rémunère et procède à l’évaluation du chef de la direction. La séparation des deux fonctions trouve pleinement son sens ici puisqu’elle crée une contre mesure du pouvoir : le président du CA est chargé du contrôle permanent de la gestion, et le directeur général est en situation de subordination par rapport au CA.

    Sous ce contrôle, le directeur général ne peut être que plus diligent et prudent dans l’exercice de ses fonctions, puisqu’il doit en rendre compte au CA. Des idées et décisions confrontées et débattues sont de loin plus constructives que des décisions prises de manière unilatérale. N’y a-t-il pas plus d’esprit dans deux têtes que dans une comme le dit le proverbe ? De plus, les partisans du non cumul avancent d’autres arguments. Il en va ainsi de la rémunération de la direction. Le cumul des deux fonctions irait de pair avec la rémunération conséquente. Celui qui endosse les deux fonctions est enclin à prendre des risques qui peuvent mettre en péril les intérêts financiers de la société pour obtenir une performance et un rendement qui justifieraient une forte rémunération. Par ailleurs, le cumul peut entrainer une négligence des deux rôles au profit de l’un ou de l’autre. Aussi, le choix du non cumul s’impose lorsque l’implication de la majorité ou encore, de la totalité des actionnaires ou membres dans la gestion quotidienne de la société, est faible. Cette séparation permet en effet aux actionnaires ou aux membres d’exercer une surveillance adéquate de la direction et de la gestion quotidienne de ladite société [12].

     

    Attention à la séparation !

     

    Nonobstant les arguments cités plus haut, la séparation des deux fonctions ne représente pas nécessairement une meilleure gestion du conseil d’administration. Les partisans du cumul clament que non seulement l’endossement des deux fonctions par une seule personne unifie les ordres et réduit les couts de l’information, mais que c’est aussi un mécanisme d’incitation pour les nouveaux chefs en cas de transition. Cela se traduit par la facilité de remplacer une seule personne qui détient les deux pouvoirs, à la place de remplacer deux personnes. Par ailleurs, la séparation limiterait l’innovation et diluerait le pouvoir d’un leadership effectif [13] en augmentant la rivalité entre les deux responsables pouvant même aller jusqu’à semer la confusion.

     

    Coûts et flexibilité du choix

     

    En dépit de la critique classique du cumul des fonctions, les deux types de structures sont potentiellement sources de bénéfices et de coûts, bénéfices et coûts que les entreprises vont peser dans leur choix de structure. Les coûts de la théorie de l’agence impliquent des arrangements institutionnels lorsqu’il y a séparation entre les fonctions de président et de chef de la direction [14]. Ces coûts sont occasionnés par exemple par la surveillance du CA sur le chef de la direction. Il devient plus cher de séparer les deux fonctions que de les unifier.

    Cependant, une antithèse présentée par Andrea Ovans [15] soutient qu’au contraire il est plus cher d’unifier les deux fonctions que de les séparer. Comment ? Simplement à travers la rémunération (salaire de base, primes, incitations, avantages, stock-options, et les prestations de retraite). L’imperméabilité entre les deux fonctions qui apparaît comme « la » solution en matière de bonne gouvernance pourrait ne pas l’être pour toutes les entreprises.

    Si le cumul des fonctions et les autres mécanismes de surveillance fonctionnement bien, pourquoi faudrait-il prévoir un changement ? De surcroit, le « one size fits all » n’est pas applicable en la matière. Devrait-on prévoir les mêmes règles en termes de séparation pour les grandes et petites entreprises ? Rien n’est moins sûr… Le cumul des fonctions apparaît plus adapté aux entreprises de petite taille : ceci est dû à la fluidité de communication entre les deux responsables et à la faiblesse de la quantité d’informations à traiter [16].


    [1] Investors seek to split JP Morgan CEO, Chairman http://www.wfaa.com/news/business/192146051.html, <en ligne>, date de consultation : 12 Juillet 2014.

    [2] http://www.oecd.org/fr/gouvernementdentreprise/ae/gouvernancedesentreprisespubliques/34803478.pdf, <en ligne>, date de consultation : 12 juillet 2014. Dans le même sens, voir l’instruction générale 85-201 et le rapport Cadbury en 1992.

    [3] CCGG : Principes de gouvernance d’entreprise pour la mise en place de conseils d’administration performants, http://www.ccgg.ca/site/ccgg/assets/pdf/Principes_de_gouvernance.pdf, <en ligne>, date de consultation : 12 juillet 2014

    [4] « Split CEO/Chair Roles: The Geteway to Good Governance? », http://www.rotman.utoronto.ca/FacultyAndResearch/ResearchCentres/ClarksonCentreforBoardEffectiveness/CCBEpublications/SplitCEO.aspx, <en ligne>, date de consultation : 18 juillet 2014.

    [5] Code de gouvernement d’entreprise des sociétés cotées (révisé en juin 2013), http://www.medef.com/fileadmin/www.medef.fr/documents/AFEP-MEDEF/Code_de_gouvernement_d_entreprise_des_societes_cotees_juin_2013_FR.pdf, <en ligne>, date de consultation : 15 juillet 2014.

    [6] L’Union européenne ne s’est pas prononcée sur la séparation des deux fonctions. Voir à ce propos Richard Leblanc.

    [7] Canadian Spencer Stuart Board Index 2013, https://www.spencerstuart.com/~/media/Canadian-Board-Index-2013_27Jan2014.pdf, <en ligne>, date de consultation : 12 Juillet 2014 ; p. 19.

    [8] Public Submissions on Governance Issues, http://www.powercorporation.com/en/governance/public-submissions-governance-issues/may-12-2014-canada-business-corporations-act/#_ftn12, <en ligne>, date de consultation : 18 juillet 2014.

    [9] Spencer Stuart Board Index 2013 (US), https://www.spencerstuart.com/~/media/PDF%20Files/Research%20and%20Insight%20PDFs/SSBI13%20revised%2023DEC2013.pdf, <en ligne>, date de consultation : 25 juillet 2014.

    [10] Target shareholders narrowly reject splitting CEO, Chairman posts, http://www.bizjournals.com/twincities/news/2014/06/13/target-shareholders-narrowly-reject-splitting-ceo.html, <en ligne>, date de consultation : 18 juillet 2014.

    [11] Yvan Allaire, « Un « bon » président du CA ? », http://droit-des-affaires.blogspot.ca/2007/11/un-bon-prsident-du-ca.html, <en ligne>, date de consultation : 23 juillet 2014.

    [12] À ce propos, voir André Laurin, « La fonction de président de conseil d’administration », http://www.lavery.ca/upload/pdf/fr/DS_080203f.pdf, <en ligne>, date de consultation : 21 juillet 2014, p. 2.

    [13] Aiyesha Dey, Ellen Engel and Xiaohui Gloria Liu, « CEO and Board Chair Roles: to Split or not to Split? », December 16, 2009, http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1412827, <en ligne>, date de consultation : 22 juillet 2014.

    [14] Idem.

    [15] Voir Coûts élevés associés à la combinaison des rôles du président du conseil et du président de la société : https://jacquesgrisegouvernance.com/2014/06/29/couts-eleves-associes-a-la-combinaison-des-roles-du-president-du-conseil-et-du-president-de-la-societe/, <en ligne>, date de consultation : 21 juillet 2014.

    [16] Aiyesha Dey, « What JPMorgan Shareholders Should Know About Splitting the CEO and Chair Roles », Research, http://blogs.hbr.org/2013/05/research-what-jpmorgan-shareho/, <en ligne>, date de consultation : 21 juillet 2014.